Instead of working on your resume – which most folks only do when they need a job — consider developing and maintaining a “Me Guide” which will be helpful to you and your team!
I needed this guide when I went through a series of five leadership transitions in less than three years. It occurred to me that it would be helpful to have a document that would get me and my directors on the same page. I was working with the digital UX team who had just launched a slick onboarding tool, for new hires. The next, obvious step would be …
… to pull in the CRM data, the knowledge management resources, and skills inventory – providing a clear snapshot of my past contributions and future potential.
Connecting the dots on your digital tools, databases, and processes – has the added benefit of ensuring good data governance.
Even if you don’t have a slick online version of this kind of tool, one of my colleagues, Diversity and Inclusion coach, Anajana Sreedhar showed me a simple MS Word version she used during a difficult transition. An off-line version has the added bonus of being portable if you have to transition from the company – and easily converted into a resume.
The “Me Guide” helps with team transitions and project on-boarding. The goal is to accelerate through Tuckman’s stages of growth. It can also help with documenting successes and making the business case for either promotion – or exiting a role. It can also help service firm keep track impact stories for externally facing qualifications.
Finally, for leaders, it models goal transparency, clarity, and strong EIQ. It also gives employees a safe way to “brag” about their accomplishments, get feedback, calibrate their value and skills, and direct growth opportunities.
The “Me Guide” can be as simple or as complicated as is useful. The goal is to help guide you and your team to an aligned career portfolio and brand. Elements to consider including:
- College and degree
- Career Impact Stories
- Publications and Websites
- Favorite books
- Side projects
- Growth Areas
People, up and down the ladder appreciate being seen and appreciated. A few minutes spent understanding them and getting to know their values, strengths and growth areas is the start to building trust.
Interested in learning more tips to manage yourself and your team like a boss?
Sign up for the Career Habit assessment and workbook.