Mobility enablers

Taking steps to better support career mobility and continuous development

Four key actions to take

While workforce stagnation can be damaging, it isn’t irreparable. There are steps organisations and their people can take to leverage assessments and data driven insights more effectively, in order to support enhanced mobility and growth:

Growth mindset

We partner with Matthew Syed Consulting to measure growth mindset using the Mindset Advantage instrument – the only BPS accredited psychometric tool available that provides insight into the beliefs, attitudes and behaviours associated with a growth mindset. The tool can help employees:

Develop the self-awareness needed to make a continuous, conscious effort towards building and embracing a growth mindset that will enable greater mobility
Understand their strengths and development areas in relation to nine core behaviours associated with having a growth mindset
Utilise a bespoke personal development plan, aligned to these insights, to support their ongoing development in this area

2. Demystify potential

Without context, the word ‘potential’ can be a vague concept. Telling an employee they “have potential” means nothing without helping them understand how they can realise it. Providing access to assessments that explore personality and mindset will:

Grant tangibility to the concept of potential for employees, helping them see that they have the toolkit and ability to grow beyond their current self
Help businesses understand which individuals want to grow, thus better informing the investment of their development budget
Open lines of communication between employers and their people, ensuring employees feel empowered to pursue stretch assignments and career support

3. Work with a third-party organisation

Establishing a culture of growth requires consistency across the leadership population; a challenging feat when some leaders within a business are resistant to using data. Working with a third-party organisation to support the process can:

Open lines of communication between leaders who recognise the value of data driven insights, and those who don’t, allowing the former to advocate for its use
Educate leaders on the importance of data and how it can be used to ensure they invest their budget where it matters most
Demonstrate a clear and tangible ROI on assessments through comprehensive reporting, making a powerful business case for why utilising data is so crucial

4. Role-modelling

It’s no secret that employees will look to their leaders to pave the way and set an example. If there’s a perception within the workforce that assessments are something to be feared, leaders have the power to change this. Role-modelling and open communication will:

Normalise the use of assessments as a career development tool, demonstrating that they aren’t something to be feared
Debunk the perception that assessments are only ever used to rectify poor performance, helping people understand how they can support their careers
Facilitate the development of a growth mindset within the wider workforce, as employees begin to understand and see the benefits of engaging with assessments

By taking the necessary action, organisations who have historically been unable to reap the rewards of effective data utilisation, can join the 66% of leaders who say they regularly leverage assessments to support the ongoing growth of their business.

“Leveraging the right assessments to provide employee insights will support organisational mobility and growth, while also empowering individuals to realise their potential and support career development."

Pippa Cronk, Senior Consultant, Right Management