橫向調動：陽關道還是死胡同？
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????親愛的安妮：四年前，我剛從大學畢業就加入了現在的公司。之前，我暑假也在這家公司實習過。如今一切都很順利。但公司剛剛給我安排了一個新職位，我正在考慮要不要接受，希望您能給我一些建議。這個新崗位不是升職，而是橫向調動，要到一個相對較新的部門擔任副主管。這看上去是一個很好的機遇，我不僅能增加經驗，還能拓展人脈。 ????但我還是禁不住懷疑，這個職位是否是一條死胡同？接手新職位之后，我將離開現任公司高管們所遵循的職業軌跡。面對橫向的職位調動，應該如何辨別它能否帶來職業上的晉升呢？現在我有權選擇是接受新職位還是留守老職位，部門經理給了我兩個星期的時間來做決定?！テ澅づ恋?/p> ????親愛的P.P.：大蕭條之后，許多公司規模都出現了大幅精簡，管理層級越來越少，這也使得縱向升職機會十分難得，因此很多人都面臨著你現在的處境。一般情況下這是好事?！皬暮芏喾矫鎭砜?，橫向調動都是非常好的機會，尤其是當這個職位能為你帶來公司很看重的某項經驗時，”位于加利福尼亞州帕薩迪納市的國際企業培訓公司（Corporate Coaching International）CEO洛伊絲·弗蘭克爾說。這家公司擁有眾多《財富》美國500強客戶，包括迪士尼（Disney）、寶潔（Procter & Gamble）、洛克希德馬丁公司（Lockheed Martin）等。 ????然而不幸的是，弗蘭克爾指導過的許多管理者中，也有人在接受橫向調動之后，職業生涯出現了停滯?！霸诹私庖粋€工作之前，千萬不要隨便就接受”，弗蘭克爾說?！跋敫闱宄硞€橫向調動是不是死胡同，唯一的辦法是提前收集大量有關新職位的信息?！?/p> ????你提到這個新職位在一個相對較新的部門，那么現任高管們在升職前，這個部門可能還不存在。因此，他們的職業軌跡對你并沒有參考價值。弗蘭克爾建議，想避免走入“冷宮”，你可以參考下面這些問題。 ????1.大體上，你們公司如何看待橫向調動？在某些公司中，跨業務部門工作，包括接手一兩個國際職位，相當于“通過驗證”。弗蘭克爾說：“它被認為是成為未來高管的必要步驟?！比欢?，在另外一些公司里，卻不是這么回事。看看公司里的明星高管們，他們是不是正在進行橫向調動？或者之前是否有過橫向調動的經歷？還是只經歷過縱向的調動？ ????2.這個職位的前任后來命運如何？問問別人這個職位的前任身上發生過什么，如果他/她得到了升職，或者跳到了公司內部其它好職位，那很好。但如果這個職位的前任——更壞的是前面好幾任——都要么辭職，要么被炒魷魚，那就是很明顯的兇兆?！爱斝娜魏伟l生過太多‘地震’的職位，”弗蘭克爾說。有時候問題出在這個職位的頂頭上司，而這會導致…… ???? |
????Dear Annie:I started with this company right out of college four years ago, after doing a summer internship here, and so far everything's going great. Now, I've been offered a job that I'm wondering whether to take, and I could use some advice. It would be a lateral move, into the second-in-command spot in a relatively new division, rather than a promotion, and it seems like an interesting opportunity to expand my experience and my network. ????Still, I can't help wondering if the job might be a dead end, since it takes me off the usual career path that people in senior management have followed here. How do you tell the difference between a lateral move that will lead upward eventually and one that probably won't? I do have a choice about whether to do this or stay where I am (for now), and our division head has given me two weeks to decide. --?Patty in Pittsburgh ????Dear P.P.:With companies running so much leaner now than before the recession, vanishing layers of management have made?promotions hard to come by, so plenty of people are finding themselves in your shoes. Often, that's fine. "Lateral moves can be great for all kinds of reasons, especially if they give you a chance to gain new experience that's important to your company," says Lois Frankel, CEO of Corporate Coaching International, a Pasadena, Calif.-based executive development firm that numbers Disney (DIS), Procter & Gamble (PG), and Lockheed Martin (LMT) among its many?Fortune 500?clients. ????Unfortunately, Frankel has also coached people who took a step sideways only to find that their careers had stalled out. "Never take any job offer without checking it out first," she says. "The only way to tell whether a lateral move leads to a dead end is to gather lots of information beforehand about the situation you'd be stepping into." ????Since you say the division where you'd be going to is relatively new, it may not have been part of the company when the current crop of senior managers was on its way up, so their career path doesn't tell you much. To steer clear of a possible corporate backwater, Frankel suggests asking the following questions: ????1.?How are lateral moves in general regarded where you work?At some companies, working in several different business units, including taking on an international assignment or two, is equivalent to "getting your ticket punched," Frankel notes. "It's considered necessary for future senior managers." At other firms, however, not so much. Take a look at the stars at your own organization. Are they making, or have they made, moves similar to the one you're weighing now, or only upward ones? ????2. What has happened to the person(s) who had the job before?If you ask around and find out that he or she is being promoted, or is moving to some other interesting job in-house, great. But if your predecessor -- or, worse, the past several -- quit or was fired, clearly that's a sign of trouble ahead. "Beware of any job where there has been a lot of 'churn,'" Frankel says. Sometimes the problem is the boss you'd be working for, which brings us to ... |
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