This post is part of our biweekly "Office Hours" video series, featuring quick career, workplace and leadership tips from talent management experts and business leaders across the globe.
There's a clear case to be made that companies should invest in professional development opportunities for their employees. According to Gallup, 87 percent of millennials consider these opportunities important in a job.
But even at a company that lays professional development opportunities right in front of its workers, the employee with dreams of the corner office needs to show some initiative.
In this video, ControlTouch Systems' Director of Organizational Development Carla Terwilleger explains why the best advice she has ever gotten is to "Dress for the job you want, not the job you have."
By modeling the attributes and assuming the responsibilities of the position you aim for, managers and mentors will notice your ambition. Soon, those responsibilities will be part of your formal job description, and you'll be eyeing the next rung in the ladder.
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Ten Ways to Improve Your Internal Mobility Programs
Attracting talent is challenging, and once you have brought an ideal candidate on board, the last thing you want is for them to leave.
3 Benefits of internal career mobility
Bringing in fresh, new talent every so often is important, but the next time you need to fill an open position at your organization, consider looking internally—it will pay off. Filling open positions with internal candidates via internal career mobility not only saves employers money (job listings are pricey, as is lost productivity), but also shaves time off of new hire onboarding and involves less variability. Internal career mobility can also go a long way in giving current employees the opportunity to grow and move into new roles, whether laterally or upward, because the promise of mobility incentivizes workers to commit to learning and personal development opportunities. Overall, internal career mobility is a win-win for companies and their workers because: