In the form of a series of steps for ascent and descent. Marble l. Fire department l. Retractable l. Screw l. (rising in a spiral). Rope l. (made of thick ropes, secured at the top).

Ozhegov's Explanatory Dictionary. S.I. Ozhegov, N.Yu. Shvedova. 1949-1992 .

See what “Career ladder” is in other dictionaries:

- ... Wikipedia

Service ladder Escalier de service Genre melodrama Director ... Wikipedia

LADDER, s, female A structure in the form of a series of steps for ascent and descent. Marble l. Fire department l. Retractable l. Screw l. (rising in a spiral). Rope l. (made of thick ropes, secured at the top). The career ladder is a number of positions from... ... Ozhegov's Explanatory Dictionary

This term has other meanings, see Staircase (meanings). Potemkin Stairs in Odessa ... Wikipedia

LADDER- a symbol of the connection between top and bottom, between heaven and earth, the personification of a gradual rise upward. Amulets in the form of ladders have been discovered in Egyptian burials. The “Jacob’s ladder” is widely known. To the third of the great patriarchs, Jacob, on his way to... ... Symbols, signs, emblems. Encyclopedia

Y; and. 1. A structure in the form of a series of steps or crossbars for ascent and descent. Stone, wooden l. Screw l. Fire department l. 2. what, which one. Sequential arrangement in an ascending line from lower to higher (objects, persons, ranks, etc.).... ... encyclopedic Dictionary

ladder- s; and. see also staircase, staircase 1) A structure in the form of a series of steps or rungs for ascent and descent. Stone, wooden staircase. Spiral staircase. Fire ladder... Dictionary of many expressions

Service career- (Cursus Honorum), so-called “ladder of career advancement”, cut taking into account the length of stay in each post, Rome. politicians had to rise up. After passing the established period of military services (this rule ceased to apply in... ... The World History

Career ladder steps, managerial positions

Management level

DIRECTOR

Vice president

Department head

Start of section

Start of shift

foreman

4.5 years 10 years 14 years 18 years 27 32 40 years

Work experience

Source: J.L. Gibson, J.M. Ivancevich, J.H. Donelly. Organizations:Behavior,Structure,Processes.1988

The system will play a decisive role in the placement of personnel wages and working conditions on this enterprise. The employee's interest in taking on more labor at this enterprise. The employee's interest in taking greater responsibility for the results of his work and the work of subordinates and the work of subordinates depends on his confidence in compensation from the employer for his efforts. In a market economy, enterprises are completely independent in organizing labor and wages, determining the wage fund, establishing tariff rates and official salaries employees, rewarding employees for results and quality of work. However, the employer today is forced to look for ways to reduce wage costs and improve product quality to ensure competitiveness in the market. Many enterprises that tried to solve this problem in a simple way - by increasing the share of wages and accordingly raising the price of their products - paid for it with overstocking of finished products in the warehouse, lack of working capital, delays in payment of wages and the dismissal of qualified workers and employees. Wages are the most important part of the system of payment and incentives for labor, one of the tools for influencing the efficiency of an employee. It is believed that wage performs a motivational function if the following conditions are met:

the salary arouses the employee’s interest in receiving it;

salary is related to work results, and this connection is obvious;

the employee in the process of work does not encounter negative factors that interfere with work.

Currently, three models for determining wages can be distinguished, each of which reflects the balance of power between employees and employers in the labor market.

First model. The size of the salary is determined in a market contract between the employer and the employee. The parties in this regard are formally equal, but in this case the employer has greater opportunities compared to the employee.

Second model. Collective determination of wages is provided. In this case, the weak position of one worker is strengthened due to the fact that workers unite in a union to protect their economic interests. Their most powerful means is to resort to strikes, which strengthens their bargaining position.

The third model (the main one) is that wages are regulated by the state. State regulation is carried out both directly and indirectly. Direct regulation is a normative centralized determination of indicators that are mandatory for all enterprises, organizations and institutions National economy. These include: rates of direct deductions from wages to pension, social and medical funds; progressive income tax; minimum wages, pensions and scholarships; tariff categories for public sector employees. Indirect regulation is carried out by issuing government recommendations on the application of tariff rates and official salaries, the use of progressive wage systems, and the level of wages in industries.

Thus, knowledge and strict adherence to the principles of remuneration in market conditions acquires particular relevance; wages are the most important incentive in the placement of personnel and making decisions on promotion and the strongest lever of influence on personnel in the hands of the employer.

Of fundamental importance in the placement of personnel is also organization of personnel movement, because ensures the filling of vacant positions and compliance with the planned career of employees. The movement of personnel is organized strictly in accordance with personnel policy personally by the director in small enterprises or his deputy for personnel in large and medium-sized enterprises. It is carried out by personnel department employees on the basis of assessment information obtained during personnel assessment. If the movement of personnel occurs spontaneously - as a result of the dismissal of employees, from case to case, to fulfill the wishes of the director, then the effect of a systematic placement of personnel is small. Only uniform and targeted movement of personnel produces a real social effect.

Personnel movement consists of the following procedures:

Promotion in position or qualification, when an employee fills a higher position and a worker receives a new rank.

Transfer when an employee is transferred to another equivalent workplace(shop, department, service) due to production necessity or a change in the nature of work.

(We also considered promotion and relocation as internal recruiting procedures in the chapter “Recruitment”)

Demotion when, due to a change in his potential, an employee is transferred to a lower position or, based on the results of an assessment (certification), to a lower rank for a worker.

Dismissal from an enterprise when an employee completely changes his place of work due to dissatisfaction with working conditions or inconsistency with the occupied workplace.

Thus, it is obvious that the interdependence of the measures presented above suggests that from the moment an employee is accepted into the enterprise and until his expected dismissal from work, it is necessary to organize his systematic horizontal and vertical promotion through positions or jobs. An employee must know not only his prospects for the short and long term, but also what indicators he must achieve in order to count on promotion. From the point of view of business career management, there are two types of careers: professional and intra-organizational. Professional career is characterized by the fact that a particular employee goes through stages careers presented above in this paragraph. Each employee can go through these stages sequentially in different organizations. Intraorganizational career covers the successive change of stages of employee development within a single organization. It is implemented in three main directions: vertical – rising to a higher level of the hierarchy; horizontal - either moving to another functional area of ​​activity, or performing a certain official role at a level that does not have a strict formal fixation in the organizational structure (for example, fulfilling the role of head of a temporary task force, program, etc.). A horizontal career can also include expanding or complicating tasks at the previous level (usually with an adequate change in remuneration); centripetal - movement towards the core, the management of the enterprise (for example, inviting an employee to previously inaccessible meetings, meetings of both a formal and informal nature, an employee gaining access to informal sources of information, certain important instructions from management).

The main task of career management is to ensure interaction between professional and intra-organizational careers. This interaction involves performing a number of tasks, namely:

achieving the relationship between the goals of the enterprise and the individual employee;

ensuring career management is focused on a specific employee in order to take into account his specific needs and situations;

ensuring openness of the career management process;

eliminating “career dead ends” in which there are practically no opportunities for employee development;

improving the quality of the career planning process;

the formation of visual and perceived criteria for career growth used in specific career decisions;

studying the career potential of employees.

Career development management makes career planning issues obvious. Planning career development consists of identifying career development goals and paths leading to their achievement. The ways to achieve career development goals are a sequence of positions in which you need to work before taking the target position, as well as a set of tools necessary to acquire the required qualifications - vocational training courses, internships, learning a foreign language, etc. Career development refers to the actions an employee takes to implement his or her plan. Planning and managing career development requires certain additional efforts from the employee and from the organization, but at the same time provides certain benefits to both the employee and the organization in which he works. For an employee this means:

a higher degree of satisfaction from working in an organization that provides him with opportunities for professional growth and improving his standard of living;

a clearer vision of personal professional prospects and the ability to plan other aspects of one’s life;

the possibility of targeted preparation for future professional activities;

increasing competitiveness in the labor market.

The organization receives the following benefits:

it has motivated and loyal employees who connect their professional activities with this organization, which increases labor productivity and reduces labor turnover;

gets the opportunity to plan Professional Development employees, taking into account their personal interests;

can plan the career development of individual employees and use this data as an important source for determining the need for professional training;

has a group of employees interested in professional growth, trained for promotion to key positions.

In general, it should be noted that awareness of these and other advantages forces modern managers to create a formal system for managing the career development of their employees. Such a system will allow an employee to be trained to plan their career and take responsibility for it, i.e. be the owner of this process. The manager in this case acts as a mentor or sponsor of the employee, whose support is necessary for successful career development, since he manages resources and manages the distribution of working time.

Control questions:

Name the main method of using assessment information and its varieties.

How to determine gaps in work made by an employee?

What are the possible causes of poor performance? Formulate possible strategies to eliminate shortcomings in the work of personnel.

Describe the procedure for counseling employees who are absent from work.

What are the basic rules for applying disciplinary measures to employees?

What tasks do HR services face to ensure the correct placement of personnel?

Why is career planning a two-way process?

Describe the stages of career advancement.

How does the concept of “stages of the career ladder” differ from career stages?

What role does compensation play in personnel placement?

How does the state regulate workers' wages?

Name the main types of careers and describe them.

Career planning. What does this mean for the employee and what does it mean for the organization?

Workshop

Task 13. Role-playing game “Evaluation interview”

Four students are selected to participate in two assessment interviews. Two students will take turns acting as the supervisor of the employee being assessed, and the other two as the subordinate being assessed.

The teacher prepares information on the roles. Separately for the boss and separately for subordinate A and subordinate B.

Selected participants are removed from the room and entered one by one to conduct an assessment interview.

The rest of the students watch the interview and make their comments on paper. At the end role playing game The interviews conducted are discussed according to the following scheme:

How did the boss start the interview? Was the purpose of the interview clearly stated?

What type of appraisal interview did the boss use? Who spoke most?

Did the boss have information about the attitude of the person being evaluated to his work and the results of his work?

Have both parties come to an understanding on the problem that has arisen and its possible resolution?

Has an action plan been developed to resolve the problem?

Which pair of role-play participants was more effective?

Situation.

The Hippocrates Medical Center is a large non-profit enterprise providing healthcare and educational programs in this area for low-income citizens. The center employs 40 doctors and nurses, as well as 200 workers of other categories. Natalya Titova, as a young specialist, has been involved in the Children's Disease Prevention Program for the past two years in the department for finding project funding. Natalya coped well with her responsibilities and was able to implement all the tasks assigned to her. However, this year problems began with being late to work. Every year, at the time of the employee’s employment date, the company conducts a personnel assessment by filling out the form presented in Table 13, and the supervisor must organize an assessment interview.

Table 12.

Hippocrates Medical Center

HR management

Evaluation paper

2. GOALS AND OBJECTIVES

A. Did the employee establish any specific ones for this period?

Yes No

B. If yes, which ones?

Complete your grant submission and receive a positive response by April 1st. Achieve a 15% increase in the share of Federal grants in financing the center’s projects.

Q. To what extent were they sold?

The worker achieved both tasks. According to the declared grant, 700,000 rubles were received, the number of federal grants increased by 18%.

3. GENERAL ASSESSMENT OF THE EMPLOYEE’S WORK RESULTS

The employee copes well with the assigned tasks, but continues to be late for work, and therefore, this year her rating was only 26 points out of 35 possible. I am not recommending the employee for promotion this year.

Instructions

Non-standard thinking is a very valuable quality that helps to find an unexpected and effective solution where others are scratching their heads. To develop non-standard thinking, wean yourself from thinking stereotypically and stereotypedly, try to look at the tasks assigned to you from a different angle. Throw away the boundaries and the rules and turn the problem you need to solve on its head. Non-standard thinking is also associated with changes in the ordinary and familiar. So try to change your environment, your surroundings, your habits and your way of thinking.

Responsibility, initiative and independence are the qualities that contribute to rapid career development. When several people are working on a project a large number of people, most often they lose interest and initiative. If no one takes responsibility, take matters into your own hands. Moreover, a project for one person has a greater chance of success. What is not a reason to prove yourself in the right quality?

The desire to learn helps you move forward and prevents you from getting stuck in a monotonous routine. Usually, when a person has occupied a certain niche and established himself in it, he loses the desire to learn something new and improve. Laziness does not allow you to develop further. Therefore, do not lose motivation, be positive and always ready for the new and unknown. A person who constantly learns and has a broad outlook has a great chance of success.

Attention to detail and a tendency to understand all the nuances of work (meticulousness) are a sign of a true professional. Your opinion will be recognized as authoritative even by the most inveterate debaters. A professional in any field is a person who is valued, respected, and taken into account.

Willingness to help is a quality that will help you yourself when you need someone else's help. After all, what we give to others, according to the “boomerang law,” comes back to us. Of course, you shouldn’t become a trouble-free person who helps because he doesn’t know how to say “no” and tries to please everyone. Such people are usually simply used by others for their own purposes.

Modesty attracts people, arrogance repels people. If you are a professional in your field and at the same time have modesty, you will certainly be appreciated. However, you need to know when to stop everything. Modesty combined with a sense of dignity and self-confidence is one thing, but excessive meekness, which can play a cruel joke on you, is another. It's important to find the right balance.

A sober mind and the ability to find practical solutions at the right time is a very useful quality that most successful people possess. Many people do not know how to manage emotions, and therefore often make rash decisions that they later regret. You must become a person who knows how to make correct, informed decisions.

Sources:

• efficient work at home and in the office

If you are an ambitious person, you are probably planning to move up the career ladder. To achieve your goal, you will need to maintain strict discipline, always maintain positive attitude and follow some important principles.

Instructions

Keep track of your appearance. Employers often pay attention to how their employees dress. If you work for a large company, try to look the part. A formal suit will show that you are a responsible person who is serious about your work. If you wear casual clothes, you will show that you are not too dedicated to your work and do not pay much attention to it.

Do not stand aside when resolving difficult situations that arise within the team. Be a proactive person, communicate more often with your superiors and work colleagues. To show leadership skills, you must be prepared to perform work not directly related to your professional responsibilities. By doing this, you will make it clear that you are good at your job and are ready to help your colleagues. This kind of activity will show your superiors that you can always be relied upon. He will see that you work not only for yourself, but are truly interested in the life of the entire company.

Always prepare for important meetings and negotiations. If you want to present to your superiors your vision of solving any problems or suggest improvements in organizing a business process, be prepared to show a clear plan, presentation, various diagrams, etc. Avoid situations where your proposals seem undeveloped, and never come to meetings unprepared. This will let your employer know that you are excellent at your current responsibilities and are ready to take on higher-level work.

It is extremely important to always remain a responsible person. Remember that by delegating certain responsibilities to you, the employer is counting on you to take them seriously. If you make mistakes, take responsibility for them, be prepared to admit your mistakes. It is very important for employers to know that you are willing to take responsibility for your actions.

Always adhere to the deadlines that your employer sets for you. If you are doing any work, do not be distracted by anything, even by helping your colleagues. This is especially true if your position in the company is of great importance and the results of your work are very important. In addition, by putting off even the smallest work, you will appear to the employer as an unnecessary person who is not ready to focus on the tasks at hand.

Learn to say “no” if you disagree with your colleagues or boss. Constantly agreeing on everything will not bring you benefits. You must show that you have your own opinion and your own vision of the situation. However, it is necessary to object and refuse correctly. There are many ways to do this, but they all need to start with the word “sorry.” This way you will show that you are acting sincerely, without sabotaging other people’s initiatives or the demands of your superiors.

Every person who works anywhere dreams of getting a high position. But many people ask the question: “How to do this?” In this article, I will talk about several ways to climb the career ladder.

Skill Development

The most important thing is to develop your professional skills. If you are on large enterprise, then you may be able to find courses in your specialty through your place of work completely free of charge. Of course, not all companies train their employees. But it won’t be that difficult to find courses on your own. For example: via the Internet, look at ads on TV or in newspapers. You may think that you are an experienced specialist and you no longer need to develop. But after you start studying, it will immediately become clear that you still have something to learn.

Punctuality

Complete all tasks on time! You need to complete all tasks by the deadline, but you should not stay late after the end of the working day, because this will indicate that you do not have time to cope with the tasks.

It doesn’t matter what your position is - an employee or a boss who only indicates. In any case, all orders must be completed on time.

New ideas

Try to propose new ideas, convey them to your superiors and implement them. This way you will stand out from the rest with your activity. For example, you can suggest to management to introduce contactless cards, which will be the best and most convenient means for customers.

Schedule

In order not to be late in completing assigned tasks and not to forget to perform other actions, you need to be able to manage your time and draw up a work schedule in advance that will help you navigate time and complete all the work on time.

Location of management

One of the main and important ways to climb the career ladder is to win over your superiors. Follow all instructions; don’t be shy to ask your employer if you don’t understand something. If, when you received a task, you couldn’t figure it out, go to your boss and tell him that you didn’t understand certain points, but don’t say that you don’t understand anything!

Flexibility

Don't be afraid of change and be prepared for it! Flexibility is professional quality worthy worker! Management must see that you have many skills and can adapt to any situation, and also not lose face and cope with any tasks with dignity!

Goals

Set goals for yourself and achieve them! Make it a habit to set different goals for yourself and do everything to achieve the final result!

Watch others make mistakes!

To avoid making unnecessary mistakes, observe your colleagues and write down all the mistakes they make. In your free time, analyze all these errors. If you do this, you will make much fewer mistakes.

The main thing is to believe in yourself and in your strength. Don't give up, know that you will succeed.

Video on the topic

A career ladder, or rather career advancement, is the dream of many. Wages increase several times, social status becomes more privileged. The stakes are too high, so there are no small things along the way.

In this article you will read:

• What is a career ladder and why does everyone want to climb it?
• How to advance your career
• How to beat your rivals on the career ladder
• Why do many people stumble along the career ladder?
• What fatal mistakes can make you forget about moving up the career ladder?

What is a career ladder

Anyone who gets a job in any company wants to achieve success and rise through the ranks. career ladder. In most cases, the applicant starts working in a minor position, but as he gains experience and knowledge, he hopes that he will receive a higher position, as he will meet the necessary requirements. Of course, it is not possible to grow up the career ladder in all companies, since some have a small staff. If you get a job in a large and developed company, you can climb the career ladder, and at the same time you will have a highly paid managerial job.

Best article of the month

Marshall Goldsmith, a top business coach according to Forbes, revealed a technique that helped top managers at Ford, Walmart and Pfizer climb the career ladder. You can save a $5K consultation for free.

The article has a bonus: a sample letter of instruction for employees that every manager should write to increase productivity.

Every person wants to get a leadership position that will increase his authority and will be well paid. However, it happens that a person remains in the same low-paid job, while other newcomers quickly move up the career ladder.

How to make a career ladder plan

1) Determine your career goal. It is necessary to think carefully and thoroughly, weigh everything and take your time. Make a decision without pressure from family or friends, it should be your opinion. In this case, your career goal will be exactly yours, which means it will be interesting to you and will be able to come true.

2) Study the requirements for the career goal you have chosen. Make a complete list and keep it up to date. Also indicate in the list your education and level of professionalism; personal qualities that will help you achieve your goal; experience; presence of positive characteristics from previous bosses and managers.

3) Determine objectively how far you are from achieving your career goal. Check off those items on the list of requirements that you have and have achieved throughout your professional career. For example, you want to become a chief accountant. You do an excellent job as a full-time accountant and know all the nuances accounting, but you have no experience in a management position. This way you will understand what still needs to be achieved.

4) Make a plan to move from your current state to your goal. Determine what shortcomings you have, what qualities need to be improved and developed. For example, take advanced training courses or listen to business training for managers and bosses.

5) Write down the time frame during which you are going to implement all the points of your career plan. At the beginning of the list of requirements, indicate the most important items and those that will take a lot of time.

6) Take strict control of the implementation of your career plan. Periodically study your career plan, make notes about the stages passed and completed tasks, analyze the sub-goals achieved, and do not change the established deadlines. Make adjustments if necessary. Changes indicate that you are moving, not standing still, which means you are getting closer to your goal. And then the result will not keep you waiting long.

3 steps of the career ladder

The first step is awareness of your goal. Remember: a leader is a keg of gunpowder. Without fire, without purpose, he is just boards knocked together and gray powder. Every goal needs means of implementation. Your resources are time, health, energy, money sources, business connections, power. It must be taken into account that any resources may be exhausted. And those sources that you have at the moment help you now. New achievements require new sources. They must be drawn from outside. This means that they exist, but other people own them. Therefore, your tasks are: finding a system that meets your goals; entering it; using the necessary sources, beating other players.

The second step is finding a suitable system. There are leaders who create their own system and play by their own rules. Thus, starting from the second step, they walk along a completely different ladder. Not everyone is capable of this, and most consider such leaders crazy, because the risk in this case is too great. But, as you know, the more dangerous the hunt, the larger the prey. The remaining managers decide to choose a system that already exists and was previously created by someone else. In these systems, the leader begins to fight for his niche and sources of income.

Before we begin describing the next stage, let's look at the first two. You can view them at specific example. This will help you avoid difficulties when setting a goal and finding a system.

• Head of sales department: how to become an excellent manager

Let's say you are an accountant looking for a job. Your secret dream is employment in a large company, where the accounting department employs only professionals in their field, and the salary corresponds to your wishes. However, you no longer want to work as a full-time accountant, since you are confident in yourself and have many years of experience. Therefore, you are applying for the position of deputy department, no lower.

This is the goal setting stage. A person without leadership qualities would be happy to work in such a large company not only as an ordinary accountant, but also as a secretary. The leader realizes that in such a system the desired positions are occupied, and there is very little chance of climbing the career ladder from accountant to deputy head of the accounting department. The HR department tells you that you have no experience working for leadership positions, so you may only be offered to work as a secretary.

• Leadership Development: Ways That Will Change Your Mind

You get upset and realize that you can choose between a small company that employs young professionals, or go to a large company as a secretary. This is the system selection stage. The system must be fit for purpose. For this reason, you, as a professional and leader, realize that taking the position of deputy head of accounting in the shortest possible time in a small company - with your knowledge and experience - is real.

Without interrupting the plot, let's smoothly move on to the third step of the career ladder. This is the highest and most difficult level, so you need to go through it in parts.

Here you are going to the HR office of the company you have chosen to have an interview. Take a walk around the company's office. After all, you will need to work with the employees of this company. Find out whether you will be comfortable working, will you work well with the team? During the interview, study the head of the company, because your career growth will depend on him. How attractive is he to you? Are you ready to work for him and carry out his instructions? Do the manager, the team and the company itself make a good impression? Do you see promising cooperation? This means that now is the time when you can start achieving your designated goal!

The third stage is establishing relationships with the system. A leader must have the qualities of a tactician and strategist. And that's exactly how it is. A professional leader takes on the role of a medieval commander and wages war in several directions at once:

1) battle for sources;

2) battle for statuses;

3) battle to get closer to the “boss body”.

The battle for sources is a constant struggle for the management, distribution and use of the company’s available material, technical, financial, human and other resources. This is power. The benefits of holding power are obvious and require no explanation.

Battle for statuses. Status is an informal position in a company that gives an advantage to influence the decisions and judgments of other employees.

Getting closer to the “boss’s body” - the right to any interaction and communication with superiors, the opportunity to influence important decisions on the distribution of sources and statuses.

From my youth I wanted to be the first

Georgy Pogosbekov, General Director of the company "M.I.T" (Miele Innovation Center), Moscow

In my youth, I always wanted to be the first: in the army - a commander, in student - a group leader. At the university, I was both the head of the stream and the head of the Committee for the Protection of the Rights of Students of the Faculty of Law. By the way, the first half of studying at a university is necessary to “work for the academic record”, and the second half it works for the student. This happened in my life even after graduating from university: a teacher recommended me to the head of a Russian-Chinese holding company. I started working as a staff lawyer. Within six months I took the position of head of the foreign economic activity department. After the same period, I was transferred to the same position, but to a larger holding company. After 2 years, I became the second person in the company after the general director, who was the owner. There were no career prospects in this holding company, so I got another job. In a new place in short period I started working as a general director.

At 27 years old, I already have two years of experience as CEO. I am not going to change my place of work yet, since the employer will definitely think about my short experience in my position and my age. Therefore, only by the age of thirty do I want to rise one step higher. How exactly?

Organizations are divided into 4 groups, depending on the territorial scale of their activities:

1 – a company operating in one region (I currently work in such a company).

2 – an organization that has its branches in other regions.

3 is a large company with representative offices throughout the Russian Federation and the CIS countries.

4 is a multinational company operating all over the world.

By the age of thirty, I want to take the post of CEO of a company from the 2nd or 3rd group. What do I think will help me achieve my goal?

Hard work.

Education. I study at the Institute for Advanced Training of Civil Servants, I also study literature on business, attend industry conferences, communicate with colleagues, consult with them, and share ideas.

Useful connections. Business connections I get started by participating in conferences, as well as solving assigned tasks in my company.

Family support. This is one of the most important components of a manager's career growth. Perhaps even the main one. If you constantly hear “why did you come home from work so late, we don’t see you at all,” there can be no talk of any success.

5 strategies to climb the career ladder

1. Create your dream job in your mind and then strategically add aspects of it to your current role. You may not like some aspects of work today and you may feel like you have highly qualified for her. However, do not focus on this, use your strengths in this workplace to the maximum. Think about which tasks are easy for you and which ones are worse, and for what reason this happens.

When you find answers to your questions, discuss them with your boss or company manager. Suggest how you can introduce into your work activities the tasks you dream of working with. Tell us how the company will benefit from implementing these tasks. If the manager sees that you are taking a very responsible approach to completing the work assigned to you now, then he will definitely give you the go-ahead.

This will prove that you are a highly motivated and valuable employee to the company, and you will be treated as such. The more tasks assigned to you are completed, the more respect your manager will have for you for striving to climb the career ladder. If the opportunity arises to offer you a job in a higher position, the manager will definitely do it.

2. Find a mentor (or two). You must dream, but you must have a mentor who has achieved the same heights that you dream of. He will be able to help you turn your dreams into reality through advice, ongoing consultation and support. There are mentors in different areas of activity. So, to be more successful, find several different mentors.

In the office, mentors will help you become part of the team and recommend you to your superiors if a career opportunity arises. Find another mentor who will be radically different from the previous one. Not only will he give you new ideas, but he will also help you advance your career in other areas of the company in which you dream of working. Constantly looking for a mentor shows your leadership qualities, energy and enthusiasm, which determine the choice of a candidate for a high position.

3. Find out the requirements of your dream job. In most cases, people stay in the same workplace because they are afraid that they do not have enough strength and knowledge. Instead of citing the uselessness of your higher education, determine a list of information sources that will help you advance your career, and start studying them.

Your interest and passion should be your guiding principles during information training. And if you choose the right way, you will be involved in learning new material and will not stop learning halfway. Read books, publications, contact professionals for advice. Today you can easily find the right source of information, taking into account modern opportunities.

If you are fluent in the information you have studied and talk about your idea, then they will trust you and respect your opinion. This will highlight your passion for business, even if it differs from your current position.

4. Ask for feedback. If you have already implemented the above suggestions, but no advancement in your career is happening, then you can contact your superiors directly. Ask your manager to meet to find out what needs to be improved in your work. Some things you may already suspect (e.g., “I think you've stopped caring about...”) and some may surprise you (e.g., “You can't get a promotion until you learn how to manage relationships.” with clients"). Most likely, your manager is not aware that you want to climb the career ladder in your company (for example, if everyone knows that you are a very active person yourself).

But you shouldn't stop there. Talk to your colleagues, find out what your strengths and advantages are, in their opinion, and what needs to be improved. You'll likely hear some criticism, and some of the answers will surprise you. Be sure to listen to the team.

5. Make friends with people from other departments. Of course, any person feels more comfortable when he has friends at work. Not only do you communicate well with them, but you also create a team culture within the company. This will help you always be aware of the emergence of new attractive jobs before general publicity to employees. You must communicate well with colleagues not only from different departments and positions, but also be friends with a person working in a similar position so that you do not lose enthusiasm and continue to move towards your goal.

Don't forget that you may be in a low-level position, but you are in control of your career. The responsibility rests on your shoulders, so make the most of where you are today. Even if all measures are on the way to career growth will not allow you to get promoted on the career ladder, then they will help prepare you for a higher level in another company.

How to beat your rivals on the career ladder

Option #1. Sell ​​yourself to your boss as a person. How to determine the possibility of success of such “self-selling”? The result criterion is very simple. Any management is engaged in the development of the activities of its company, that is, it thinks about introducing effective innovations. The basis of innovation is creative projects. This means that any leader’s idea must be adjusted so that it can be used and benefited. Therefore, he needs an interlocutor. He will not turn to just anyone he meets, but to the person who can offer something and whom he trusts.

This means that if a manager asks you for advice on a particular issue, then you have entered his circle of trust, and he sees you as a creative person. If you are given a previously developed task to complete, it means that you were not able to win them over, and you need to use other methods.

Option #2. Find out in detail the goals and priorities of your manager. Current, non-urgent, long-term priorities - in the context of your function. You must learn to serve them. It seems to you that you are being hired in order to develop the company, promote it in the market, and increase its competitiveness. But not only for this. Each employee of the company who has a boss above him is obliged to carry out his tasks, that is, in the narrow sense, you work not for the company, but for your boss. Therefore, you must know its goals in order to serve them. To do this, you need to be interested in them and ask clarifying questions.

Find out what criteria your boss will use to evaluate the work you do. Find out which tasks are his priority. The evaluation of your work will not depend on its quality, but on how well you completed the tasks of your immediate superior. There is nothing like it in job description, nor in the department's position.

You may be the first to ask where your manager sees the direction of your department. What goals did he set for the department? What is the measure of results? work activity? You might think that other people's functions are handled by employees who don't have their own. However, it is impossible to realize your goal without serving the goal of another. Remember the example of an accountant who was applying for a job. It is impossible to realize his goal immediately without making efforts. For this reason, he decides to get a job in a small company, where he will carry out orders from the chief accountant until he achieves his goal. Therefore, you must learn to serve your manager's goals.

Option #3. Sell ​​your work in the context of your manager's goals and priorities. There are many specialists who understand their work much better than their boss, they can make effective decisions and identify emerging problems. In fact, they enjoy performing tasks that are outside the established scope. They are professionals, so they sincerely believe that they know better than any boss how to solve this or that problem. But in order not to get bogged down in performing management functions, you need to clearly define your goals and distinguish them from the goals of your boss. In addition to performing the tasks of the manager, you can easily perform the functions that you like. Do what you love! But you need to present the results of your work in the context of your boss. In this case, you will be able to use statuses, resources and trust without any problems. If your activity does not bring you any positive emotions, then it urgently needs to be changed.

Development of leadership qualities of a manager: 6 rules of a real leader

Sergey Bykovskikh, President of Henkel Rus, General Manager of Henkel Beauty Care in Russia and the CIS countries, Moscow

Most people think that leadership skills contribute to effective communication between subordinates and management. I concluded that leadership is primarily about oneself. If you cannot understand yourself, you will never be able to lead other people. Therefore, if I want my team to follow the principles I have established, I show proper behavior every day by example.

In our company, this is the most important condition for leadership – lead myself (which in English means “manage yourself”). Then other principles follow, these include: lead team (from English - “manage a team”), lead stakeholders (from English - “manage stakeholders”), lead change (from English - “manage changes”) and lead performance (from English - “manage results”). Here is a list of leadership rules that guide me:

Pay attention to subordinates. You may not even think about it, but the team is always monitoring any changes in your behavior and attitude towards it. For example, you were very busy and didn’t say hello to someone. This may affect the employee's performance that day, and you will be at a loss as to why he began to perform tasks so poorly. Therefore, I try to pay attention to everyone in my company. A greeting, a smile, a handshake - it’s not difficult at all, and at the same time it perfectly increases the motivation and performance of all employees.

Behave correctly with subordinates. You must always remember that you cannot neglect the rules of working with subordinates, for example, talking to them in a raised voice. Let's say you are not satisfied with how a subordinate performs the task assigned to him. If you talk to him emotionally, it will not bring any results. It is more effective to determine the cause of low performance. I find out from the employee the essence of the task, the stages of its implementation and the final result. If everything is correct, then most likely he is not paying enough attention to the task. In this case, I will calmly explain that if this continues, I will have to say goodbye to him. In most cases, the employee understands and begins to take a more responsible approach to completing any tasks.

Select a team from those you really trust. I work with people who work in other regions, branches and departments. Therefore, controlling from a distance is quite problematic. It is very important to me that all employees comply with the rules and requirements established by the company. At the same time, I show that I trust the team. For example, when giving a task, I explain its essence and what I want to see in the end. This way I show that I trust him. The subordinate, seeing such an attitude, responds in kind.

Raise a successor for yourself. Before going to new level in my career, I find a person who can replace me. My successor will be able to finish the project I started without any problems. That is, my career principle is that I can move up the career ladder if I have people who can also rise higher and take a new step.

Don't show power. If a leader shows that he is superior to others and can manage them as he pleases, then this indicates low culture and insolvency of the individual. Collective hierarchy sometimes does not help in resolving certain situations. The team will follow the leader or will not even blink an eye. Every day I keep in mind that not only am I the head of a company, but I also have a family, a hobby, and a job. And I have to behave like an ordinary person.

Understand that the world is much more than work. Work is one of the main areas of life. However, I also have other activities. For example, I go for a run every day. When I run, I feel clarity of thoughts, I am distracted from current problems and begin to imagine the situation in the future. For example, I realize that I devote too much time to a certain task, but not enough to another, more important one. Running helps you prioritize. My first boss, a man of fairly mature age, walked along the boulevard for half an hour every day at lunchtime. 15 years later, I attended a business summit in Germany and learned that walking for 15 minutes at lunch helps keep your body toned and your mind clear. That’s when I remembered my first boss, he himself developed the same rule for himself. I trust this experience.

Typical mistakes that cause you to stumble up the career ladder

1. Waiting passivity. Very often, an employee works in the same position for a long time, fulfilling his duties responsibly professional responsibilities. And when it appears vacant place head of the department, the employee is confident that they will hire him. But they take a person “off the street.” Why is this happening? Because the majority thinks that there is no need to ask for anything, everything will come on its own, someone will give something. This does not happen on the path to career growth.

If an employee does not approach the head of the company with an offer of his candidacy for a vacant position, then the manager is sure that the employee is completely satisfied with the workplace he occupies. By contacting management about the vacancy in a timely manner, the employee could clarify the responsibilities of the head of the department, and simply notify him of his desire to work in this position. No management would think of appointing such an insecure person as the head of a department, because he would have to manage other people.

2. Incorrect speech and gestures. "Petr Petrovich... I wanted to know... (with a trembling voice and stuttering). I would like... (constantly adjusting his glasses). You know, in our company... (lowering his head). In general, I decided that it would be good... ( hesitantly pronouncing every word)." Your communication with your superiors and gestures say a lot about you. Of course, we will receive appropriate answers to such questions. In response to uncertainty and embarrassment, you will receive sympathy and care. Is this the impression you want to leave after a conversation with your manager? Will such a person be able to occupy a management position?

You must remember that excessive unnaturalness, insecurity and inertia will not help in moving up the career ladder. A leader does not possess such qualities. Your failure is characterized by a trembling voice, a downcast gaze, inappropriate laughter, an unnatural smile and playfulness, a guilty look, and endless introductory phrases about nothing.

Weakness and fear will be demonstrated by “cautious” speech patterns: “I’m trying to make this happen,” “could you…”, “it seemed to me,” “I didn’t quite understand,” “maybe,” “as if.”

Before talking with your superiors, you need to highlight the main idea and start the conversation with it. The manager will ask you clarifying questions if necessary. You must be open, express your thoughts briefly and clearly, and look your interlocutor in the eyes.

3. Demonstration of emotions is the key to failure. All people are emotional. Emotional breakdowns in the form of tears and screams in response to any sideways glance will not help you climb the career ladder. Coolness and impartiality will show that you can make thoughtful and rational decisions about any problem. Naturally, an emotional person is not always inconsistent, but this cannot be explained to everyone.

Anyone can figure out the meaning of other people's words. There is no need to demonstratively show dissatisfaction with your superiors if they misunderstood you. Ask directly what is the reason for this attitude towards you. Or maybe there is no reason? Maybe you came up with something yourself? Or is it not you?

Don't allow your feelings to be manipulated. If you do your job well, then the reward should be appropriate. Neither attachment nor past mistakes should affect this.

You can hide your emotionality by minimizing personal conversations. Never take criticism directed at you as an insult to your personality.

4. Not all work is good. Let's consider it in practice. Two friends worked - Andrey and Kirill. They completed all tasks very responsibly and carefully. Andrey did everything that was asked. Kirill performed some tasks perfectly, but refused others, with the exception of direct duties. Therefore, all the employees, in order not to do routine work, asked Andrey to help. Everyone was surprised when Kirill was promoted and not Andrey.

The reason was that Kirill took on tasks that could increase his professionalism. Any employee can scan documents all day long or look for information in folders. This was his principle. And as it turned out, he was acquitted.

Therefore, carry out assigned tasks that will help you improve your skills and expand your scope of work.

5. Everyone in the team likes the desire. The employee is in a bad mood and doesn’t want to stand and scan documents all day. A colleague asked to take half a day off to see the doctor, and you take over his duties.

You were taught to help people. But in this case, you cannot fully do your job. Your boss is very angry. Everyone knows that you are a sympathetic person, but you are slow. You won't see any career growth!

Know how to say no. You must clearly and clearly explain to your colleague why you are refusing him. Colleagues need to understand that you have important tasks that must be completed carefully. But agree to tasks that will contribute to your winning position in the eyes of your superiors. Then the manager will see that you are capable of more.

3 fatal mistakes after which you can forget about climbing the career ladder

1) Lack of patience. If you are the initiator of your career growth, you must realistically assess your capabilities and goals. Often, in cases of untimeliness, the initiative is not justified. For example, a person works in a company for a short period of time, even if he is already over forty, he is still considered a “young” specialist. This is the psychology of a group of people. Therefore, during the first year and a half, do not rush with the initiative. Study and analyze the company's plans for the future, gain the trust of the manager and establish friendly relations with colleagues. Of course, no one has canceled leadership qualities, but know how to listen and obey leadership when necessary.

2) Intimidation, intrigue, mobbing. When there is great competition, any means of achieving goals can come into play. However, management respects ambitious employees. Therefore, do not use prohibited techniques. Praising your own merits at the expense of humiliating another person will show you from a not very good side. Most managers adhere to this principle.

3) Self-PR and presentation of your achievements. This seems inappropriate when a person is new to the company. Selfishness can turn away from you not only the entire team, but also the leader himself. And for such a careerist there will always be someone worse. Therefore, if you want to initiate career advancement, you must always achieve the indicators set by management and only then take the initiative. It is important that you achieve real success in completing tasks that will generate monetary income for the company. But even in this case, your status will not change immediately. An employee’s authority is built over a long period of time. You must realize that moving up the career ladder is a complex process that cannot be solved overnight.

Information about the author and company

Georgy Pogosbekov, General Director of the company "M.I.T" (Miele Innovation Center), Moscow. "M.I.T" (Miele Innovation Centre). Field of activity: retail household appliances(official representative in Russia of the Mile CIS company). Form of organization: LLC. Location: Moscow. Number of staff: 25. Experience General Director in position: since 2008.

Sergey Bykovskikh, President of Henkel Rus, General Manager of Henkel Beauty Care in Russia and the CIS countries, Moscow. Henkel Rus LLC. Field of activity: production of cosmetics, cleaning and detergents, as well as building mixtures and technology. Number of personnel: more than 2500. Territory: head office - in Moscow, eight manufacturing enterprises- in Kolomna, Nevinnomyssk, Noginsk, Perm, Tosno, Ulyanovsk, Chelyabinsk, Engels. Global sales: €16.4 billion. Sales volume in Russia: 1.093 billion euros.

Like any process, career success has stages of achievement and steps. I would like to highlight this particular word “steps”. Not “paths” of achievement, when you can choose an easier road, a shortcut, but “steps”, like components of a high winding staircase. In this case, no matter how long our legs are, we will not be able to jump the entire flight of stairs by taking one single step.

When they say about a person with admiration that he “has made an excellent career,” few people think about how much work, how much sweat and toothy “shark fights” were invested in it. Look inside yourself: what do you see? Do you have fire in you, do you have the desire to compete with your rivals for better territory and quality of life? Do you have the spirit and gunpowder to get involved in a difficult but exciting career game, where the rules are unspoken, the players are gambling, and the winnings are worth the biggest risks?

Do you feel like a leader?

If yes, then this article may open your eyes to many strategic and tactical aspects of the game ahead of you, without knowledge of which it may not only drag on too long, but also turn out to be fruitless. If your answer is “no,” then I advise you to postpone this article until better times.

There are many concepts of leadership. All of them, one way or another, boil down to the fact that a leader is a brilliant architect, building his own world, fulfilling a fateful destiny. And the most magnificent thing about this is that he receives sincere pleasure, a feeling of courage and satisfaction from the construction process. If you are a professional - a leader in your element, then you have already experienced this feeling.

But, as they say, there is no limit to perfection. Just as there is no limit to human capabilities and desires. Ask yourself: are you satisfied with what you have achieved? I guess not. After all, peace, complacency and savoring past victories are not the destiny of a leader. In this case, you should already now outline the boundary that requires conquest. A true leader differs from an ordinary follower in that he is always clearly aware of his goals. We have come close to the first step.

The first step is to realize your goal and get fired up by it.

Remember: a leader is a powder keg. Without a fuse, without a goal, he is just a pile of knocked together boards and gray powder.

Any goal needs resources. Your resources are time, health, energy, money, connections, influence. But don’t delude yourself: despite all the components you think are sufficient, resources are limited. And those that you have now provide only your current state. A new state requires new resources. And they can only be given external environment. That is, these resources already exist in some system, but today they are owned and used by someone else. Your task (this is the second rung of the ladder) is to find suitable system, enter it and get the resources you need by beating other players.

The second step is to find a suitable system.

Some leaders create their own systems, and, starting from this second step, go up a completely different ladder. I would say that this ladder hangs over the abyss, because the risks increase tens and hundreds of times. But the more dangerous the hunt, the larger the prey. Other leaders choose systems created by someone else, and there they carve out niches of influence and income for themselves. This article is intended specifically for them.

Before you step into the third step, I would like you to go back and climb the first two again. I think that the example I have proposed, which plays out the situation “in person”, will help you overcome possible difficulties when defining goals and systems.

Imagine: you are a sailor looking for work. Your cherished dream is to get on a huge sparkling ship, where the command staff is entirely professionals, and the salary is almost the ultimate dream. At the same time, you no longer want to be a sailor scrubbing the deck - after all, you are confident in yourself and experienced enough to qualify, at a minimum, for the position of assistant captain.

This is a step goal setting. A non-leader in this case would be content with the position of deck washer. The leader understands that in such a system, where all the “grain” positions are occupied and resources are distributed, the chances of rising from a simple sailor to an assistant captain are extremely small. Inspired by hope, you go to the personnel department of the sparkling ship, but they categorically state that without relevant work experience, your only prospect is a brush and a mop.

You realize with disappointment that the horizon of your possibilities has sharply narrowed, and now you have to choose between small dirty boats with a spitting and desperately swearing crew. This is a step system selection. The system must be fit for purpose. That is why you, as a professional and leader, understand that it is possible to rise to the rank of assistant captain in the shortest possible time on a small ship - with your knowledge and experience.

Without interrupting the plot, I propose to smoothly move on to the third step of the career ladder. This is the highest and most difficult of all the steps, so we will overcome it in parts.

And now you climb the ladder of the ship you have chosen to pass interview. Feel free to walk around the ship and look at the crew at work. After all, now the most important thing for you is to find out how comfortable you will be on the deck of this ship, will you work well with the team? During the interview, take a closer look at the captain - your career growth depends on this person. How attractive is he to you? Are you ready to work for him and follow his instructions? The captain, crew and the ship itself seem quite promising to you. Well, it's time to start achieving your goal!

The third stage is establishing relationships with the system.

At the beginning of the article, I mentioned that a leader must be a good tactician and strategist. And these are not empty words. A professional leader who has set a specific career goal has to get used to the role of a medieval commander and constantly wage war in several directions at once:

1) struggle for resources;

2) struggle for status;

3) the struggle for proximity to the “boss body”.

The struggle for resources is actually a struggle for the right to manage, distribute and use the company’s existing material, technical, financial, human and other resources. This is power. I think the advantages of having such power don’t even need to be named, they are obvious.

Fight for status. Status is an informal position in a company that gives you the opportunity to influence the decisions and opinions of other people.

Proximity to the “body” - the right to unscheduled communications with the manager, the opportunity to influence fateful decisions on the distribution of resources and statuses.

Without a doubt, not everyone plays these games. Not every manager has the idea of ​​even just trying to enter the battlefield. But we are talking about fighters, about leaders. You are both a keg of gunpowder and a hand with a lighter. It is this kind of game, sometimes dangerous, sometimes bloody, that makes your heart beat faster, because at stake is a tempting jackpot in the form of power and material reward, and this is the quality of your life.

There are simple patterns, knowing and using which you can get a serious carte blanche over your rivals. Gifted managers use these patterns intuitively. But knowledge and conscious use of them can significantly increase the effectiveness of your work and give additional impetus to career growth. All these patterns can be summarized in a simple three-step:

Move No. 1. Sell ​​yourself to the boss as an individual.

How to determine the success of such “self-selling”? The result indicator is extremely simple. Any successful leader thinks about business development - that is, about introducing any innovation. And innovation is always based on creative ideas. So, every idea born in his head needs some kind of “polishing”, for which he needs an interlocutor. And not just the first person he meets, but someone whose opinion is not indifferent to him.

Thus, if a manager quite often invites you into his office with the words: “What do you think of such an idea?”, it means that you managed to sell yourself to him as an interesting interlocutor and an extraordinary personality. If they already give you the development finished project- it means you failed, and you should look for other ways to express yourself.

Move No. 2. Find out in detail the goals and priorities of your manager

Current, medium-term, long-term priorities - in the context of your function. Learn to serve them. In the professional environment, there is an opinion (which I would call the deepest of misconceptions) that you join a company in order to develop the business, improve its position in the market, and increase its competitiveness. I'm sorry if I disappoint you now, but these important results of your work are rather derivative of the main function. Any employee who comes to the company and has a manager above him is obliged to serve his goals. It is important to understand now: you do not work for a company, but for a specific person - your boss. To serve these goals, you need to know them. That is why I advise you to ask questions with great interest and attention.

Ask questions

Find out what parameters it will measure the results of your work. Determine which indicators are the most significant for him. That is, the level of evaluation of the results of your work will depend not on its quality, but on how much it fits into the vision of your immediate supervisor. You will not find such information in the job description or in the department regulations.

Don’t be surprised if you are the first to ask: “How do you see our direction developing? What goals do you set for the department? And how will we actually measure the result of our work?” You can say that the goals of others are served by those who do not have their own. But is it possible to realize your own goal without serving the goal of another? Remember the example of a sailor getting a job. It is impossible to realize his goal immediately without making efforts. That is why he decides to go to a small ship, where he will serve the captain’s goals until he achieves his own. Learn to serve your management's goals.

Move No. 3. Sell ​​your work in the context of your manager's goals and priorities.

Many professionals understand their work much better than their superiors - they can make better decisions and can predict possible future problems. After all, they really enjoy doing things that go beyond the tasks assigned to them. They are professionals and sincerely believe that they know much better than a leader how and in what direction to use their potential. But in order not to get stuck at the very beginning, but to successfully climb up the career ladder, you should clearly differentiate own desires and the wishes of the boss. This doesn't mean you can't do what you love. Do it! Do what you love! Ultimately, if your job is not enjoyable, you should urgently look for another one. But you need to sell your results there solely in the context of your boss’s goals. Only then will you be able to get the coveted professional jackpot in the form of status, resources and trust.

The article was first published on Executive.ru on April 7, 2009 under the heading “Creativity without cuts.” Re-announced in the content block withinspecial project editorial staff

Photo source: bst.com.ua

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