The ability to get hired and promoted in today’s economy requires a significant boost in the individual skill sets of the candidates and the hiring organization in order to attract and appeal to the very best candidates available. I believe that it is executive/senior management’s responsibility for growing the next level of organizational leaders, at all times, not just in tough times. This is an important philosophy distinction to recognize if you are in the new hire interview stages with a company, since it will help to define the culture and philosophy of the company, as it relates to the internal development of employees, and the company’s’  promotion from within orientation.

At certain levels of responsibility, a company may have to go to the outside to hire the appropriate talent and skills necessary for the expected growth of the company, because the talent/experience is not available internally, and has never been “home” grown or nurtured. Many companies would like to grow and promote their people from within to support loyalty and  growth opportunities for their employees. It is important that during the interview process, a candidate explore the following through a series of questions:

1. What is the internal management/leadership development process within the company?

2. How can I get on the long and short list of candidates of future promotability?

3. Is there a program for  internal development or external programs supported by the company?

4. Is there a program that you would suggest that I could take outside the company, perhaps under a tuition aid program that would be recognized by the company as a good developmental process?

These are some of the interview questions that I would encourage people who are looking for a long-term career to engage in, once inside the company.   In terms of personal developmental responsibility, employees should take the initiative to invest in themselves and take as many workshops, seminars, home study audios, and personal mentorship from people outside the company as necessary to help them along their personal development path.

I firmly believe that tomorrow we’re going to be exactly the same people we are today except for these four things:

1. The people you meet.
2. The audios, CDs” or MP3′s that you listen to.
3. The books that you read.
4. The workshops and seminars that you attend.

When you take action in any one of those four, you will move forward in the area of self-development and not have to look outside of yourself for your own self-development.    I think that  self-development is  key in today’s environment and economy. We need to acquire as many skills as possible. We really need to become an expert, and demonstrate mastery through achievement and accomplishment of goals.

I think you need to have multi-level mastery in the following 12 Critical Skill Areas:

• Leadership
• Interpersonal Competence
• Perception and Analysis Skills
• Use of proper Judgment
• Ability to Staff properly
• Your Energy Level
• Communications Skills
• Decision-Making Skill
• Organization and Planning Skills
• Control and Follow-Up
• Managing Stress And Pressure
• Ethical responsibility.

If you do your own critical assessment in each of these critical skills, you will begin to make progress at identifying your performance gaps, and this will start you on you journey to filling these gaps through appropriate mentors, programs, and workshops. I will cover each of these 12 critical skills in my subsequent discussions. Until then, make it a great day!