The CAUSE model now has a new block that directly supports employees’ career paths, development, and role matching, ensuring a better fit and proactive growth opportunities. This block features a new corporate take on Counselors, Agents, and Coaches.
In a previous post, I set about proposing an org structure that tackled some of the more pervasive challenges of corporate hierarchies. One of the perks of my proposed CAUSE (Co-equal, Aligned, United, Self-directed, Empowered) model, was breaking the infamous “sandwich” role of middle management; where middle managers divide reporting responsibilities, task management and employee careers. While the CAUSE model is based on work creation and delivery, the one thing I didn’t intentionally mention, is the people aspect.
This is where the “Talent Agency” fits in. The Agency is a talented group of people that provide a critical set of services to all employees.
Career Counselors
Underperformance can be due to several factors, but often the next step is to put the employee on a performance improvement plan. In doing this, however, we are discounting the possibility that perhaps the employee and the role are not a good fit. Career Counselors work closely with the employee to help them discern where they could work best, in, or outside the company. Counselors can also assist employees contemplating a transition into another role. They are also part of the recruiting process to ensure prospective candidates are a skills and cultural match with the company.
Career Agents
High performing/High potential (HiPo) employees so busy performing highly that they don’t have time to promote themselves or proactively search for new advancement opportunities. Managers, whose traditional role is to help with career development, have their own careers to manage as well as work for large teams. Not surprisingly, they are not able to do all (or much) of it well. Also, when managers are rotated, HiPos have to reset their relationship with the one individual who has the most influence in getting them promoted, their manager. Career Agents solve this by following the employee throughout their career, no matter where they are. Agents proactively seek opportunities, network, understand leadership needs and promote their clients when opportunities arise.
Career Coach
Unlike a counselor who helps you decide what you want to do, coaches help develop your raw talents to strengthen and extend current abilities in preparation for your next role. This doesn’t take the responsibility of career development from each employee. Coaches do not run the drills for you, they provide the support and information you need to do it faster, better and without hurting yourself. Coaches are also specialized in particular areas, say for example, communications, presentations or technical areas. While they perform the role of mentors, the training itself is provided by learning and development specialists.
With the addition of the Talent Agency, the CAUSE model now provides a comprehensive alternative to corporate hierarchies. In a future post, I will provide a more detailed breakdown of each of these key roles within the Talent Agency and how they would work.
Twistymind 
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