4 stages of career contribution
One of the most valuable frameworks of my career was Korn Ferry’s ‘Four stages of contribution”. It is a simple framework to explain how you move from a junior position, to an executive position. And it helps you understand how to align the different expectations and behaviours around the role you’re in.
Stages of contribution
|
Stage 1 Contributing Dependently |
Stage 2 Contributing Independently |
Stage 3 Contributing Through Others |
Stage 4 Contributing Strategically |
|
|---|---|---|---|---|
| Performance Expectation | Build credibility, learn | Establish and apply expertise | Guide, coordinate, develop others | Shape organizational direction |
| Primary Role | Helper, learner | Individual contributor, specialist | Coach, mentor, idea leader, internal consultant, project leader | Sponsor, innovator, business leader |
| Major Stage Transition Issue | Recognize need for dependence | Accept independence | Accept responsibility (formal or informal) for others' efforts | Holistic view of business, making tough choices |
| Performance | Support others, build credibility | Individual capability, subject matter expertise | Relationships, networks, and technical breadth | Establish organizational priorities, broad impact and influence |
Stages of behaviours
|
Stage 1 Contributing Dependently |
Stage 2 Contributing Independently |
Stage 3 Contributing Through Others |
Stage 4 Contributing Strategically |
|
|---|---|---|---|---|
| Behaviors | - Willingly accepts supervision | - Assumes responsibility for definable projects | - Increases technical breadth | - Provides direction to the organization |
| - Demonstrates success on a portion of larger project or task | - Relies less on supervision; works independently and produces significant results | - Develops broad business perspective | - Defines/drives critical business opportunities and needs | |
| - Masters basic and routine tasks | - Increases technical expertise and ability | - Stimulates others through ideas and knowledge | - Exercises power responsibly | |
| - Shows "directed" creativity and initiative | - Develops credibility and reputation | - Involved as a manager, mentor, or idea leader in developing others | - Sponsors promising individuals to prepare them for leadership roles | |
| - Performs well under time and budget pressure | - Builds a strong internal network of relationships | - Represents the organization effectively to clients and external groups | - Represents the organization on critical strategic issues | |
| - Learns how "we" do things | - Expands strong internal and external networks |
