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
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