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Work the way you liveDeloitte Shared Services Conference 2019
Shared services career paths: where to next?Deborah Kops, Sourcing Change
What we’ll do today
Understand career personae
Patterns and decisions that position and prepare us for the next career step
Think about ourselves and our career options
What patterns mean for us personally
Become sufficiently inspired to see our careers differently
Planning and taking ownership is key
Plusses of a shared services career
Increasing a path to career satisfaction andgrowth
Great place to launch a career and pick up arange of capabilities required in the face ofdisruption
Influence of shared services/GBS in large organizations slowly advancing, sometimes creating a career launchpad
More and more often seen as an enterprise talent taproot
Blurring lines between shared services and the rest of the business/other businesses creating opportunity
But some challenges…
Sometimes blocked from advancement as function undervalued or positioned as factory
Model affected by CXO changes that impact opportunity
Can be managed under different talent paradigms—rewards and recognition not the same as the enterprise
Subject to “Do me a favor” or parking lot placements
Historical focus on cost and efficiency rather than transformation giving professionals a weak brand
So managing a shared services career must not be left to happenstance…
Takes 4 to 6 years of effort to position a career effectively
careers don’t “happen,’’ are planned and deliberately evolve
Shared services careers now at a crossroads
are steppingstone or graveyard of ambition if right steps not taken
No one size fits all
each path complex and individual
Certain factors can be directive or limiting
tenure, risk profile, interests, luck…
Introducing the shared services persona model
About the shared services career persona survey
Trends identified through over 300 survey responses/45 Deloitte
Tested through career profiling
and interviews
36 questions
All in confidence
Four primary personae ratified
Three caveats before we begin the discussion
Personae evolve over time; just because your are an x today
doesn’t mean you are stuck1.
Persona do not take into the implications of luck and corporate
events2.
The model should be seen as predictive/indicative only; based
upon patterns but not absolute3.
What feeds into your shared services career persona?
Preferences
Demographics
Capabilities
Brand
Career evolution
Ambition
Tolerance for risk
Mobility
It’s complicated
Age Your personal brand
Organization you’ve come from
Where you thrive
Whom you know
What you like/don’t like about shared services
Tenure in company
How often you change companies
Base of operations
How your shared services role evolved over time
Mandate for shared services in your organization
Tolerance for career risk
How you manage your profile
Experience working globally
Comfort working virtually
The shared services brands you’ve been associated with
How you entered shared services
How you see yourself
Ambition
How much structure you like
Why you took a shared services role
Thought leadership
How you view shared services as a career steppingstone
Shared services footprint
Gender
Scope of your shared services organization
Digital savviness
Scope of your shared services organization
Tenure in shared services role
Your positioning
Four primary personaeR
ang
e o
f ski
lls
Risk Tolerance
EXPERT
LEADER
ADAPTER
INTERPRETER
EXPERT
Stays put in same company Thrives in stable, mature
enterprises
Prefers defined roles and hierarchies
Limited experience working globally
Deep expertise in one function/ one tower
Prefers coming to office everyday
Often early in career
Can’t see any difference between shared services and retained
Obsessed with driving down cost/eliminate wasteLooks to deepen
skill sets
Seeks long term job security
Generally high level of career satisfaction
Not aggressively creating personal brand
Networks within company
LEADER
Limited experience in other companies
Seen as reliable pair of hands
Came up the SSC or functional ranks
Learning how to/can work globally
Often comes from retained function/ tagged in
Multi-functional experience
Scope and geo responsibility grown over time
Wants to “leverage up” role
Good at running “stuff”
Can switch jobs if stable company
Likes objectives and tools
Strongly identifies with brand of company
Known to industry or company peers
Large LinkedIn network
Good people skills
ADAPTER
Looks to change orgs every 3-5 years
Prefers small, agile orgs whatever the context
Likes working across cultures
Business generalist
Career path in and out of shared services
Methodical approach to career
Multi-functional focus
Takes some career risk
Tenured careerCultivates critical meaningful
relationships
Perceived as someone who is adaptable
Capability thought leadership profile
Knows folk in many industries
Some digital footprint
INTERPRETER
TransformerChanges jobs both according to
plan and on a whim
Likes high growth organizations/ high ambiguity
Globalist
GBS or big role experience
Seen as innovator
Always learning/short attention span
Thirsty to do something different
Longish career
Risk taker
Thrives on chaos
Google ranking
Network outside of shared services
Has a personal brand
Known for range of capabilities
Now that you’ve seen the shared services career persona, what best approximates who you are today?
a. Expert b. Leader c. Adapter d. Interpreter
What does the data tell us?
Who answered the conferencesurvey?
MATURE—average age 41-54
BIG COMPANY BRANDS-67% over $1 bn
GLOBAL-ISH FOOTPRINT 40%
STAY PUT—26% only 1 company; 50% 2-3
VALUE CREATORS NOT COST CUTTERS—64%
NOT YET GBS--only 4%; primarily mulit-funcitional
LIKE JOB—44%
“VOLUNTOLD”—33% from the business ENTERPRISE ROLES—84%
CHANGE AGENTS—31% see self as transformers
NOT VETERANS—44% 1-5 years
First, a look at who you are in aggregate…pretty amazing distribution
OVERALLOverall
Career, preferences, aspiration aren’t in synch
OVERALL
ORGANISATION
CAREERPREFERENCES
AMBITION
BRAND
Career patterns and ambition diametrically opposed; prefer to be an adapter
Overall
Ambition
BrandOrganization
CareerPreferences
Now let’s look at the population as a whole
Shared services career stability
Mid career (70% age 41 and up) with over 50% involved in shared services over 5 years; over 35% in same organization
Prefers to stay in same company (35%) but would change if opportunities present themselves
Generally happy with caveats
Approximately 50% like shared services role
35% believe blocked from advancement
20% blocked from making transformational change.
Entry into shared services as loyalists
“Voluntold” (40%) or elected a shared services career (28%), usually from within the same company
Careers evolving in situ Change shared services roles
internally at regular intervals (37%) with growing scope (29%)
Believe proving capable (62%) best career strategy
Key to career growth is learning new things (52%)
Not actively managing careers
Change jobs opportunistically (40%); 50% want to leverage current skills; only 5% have a plan
Will move if presented with an attractive role but expect to stay in shared services (41%)
Few (5%) planning to “escape” shared services although North Americans more likely
Want to be seen as a transformer but…
40% see self as change agent; leadership capabilities not as prominent (37%)
Problem solving highest skill (57%)
Like clean slates (40%) or objectives (42%), not prescriptive
Have space to innovate (50%) but 40% believe blocked from advancement
Adverse to much career risk
Half would move into other roles (opportunistically) with a medium tolerance for risk (42%)
35% want to stay in a shared services career
Medium tolerance
42%
Personal brand subsumed by company brand
Over 50% identify primarily with corporate brand but over 60% now starting to create own personal brand
50% have no digital footprint
Few (70%) have a personal thought leadership brand or just starting to work on one
So what is the aggregate shared services persona?
Moderate risk taker
Generally content in shared services/see strong career opportunity/will do something different if presented
Thirsty to learn new things but likes objectives
Careers built on expertise
Company and personal brand largely synonymous
Land and expand approach to career
Networking but not creating a thought leadership footprint
Embrace working globally and virtually
“Loyalist’—came fromthe business
Positioned as someone who gets things done
Sees self as transformer rather than leader
Don’t actively manage career
Focus on creating value through relationships
Interesting. What’s it to me?
Satisfying careers don’t happen; they are planned but allow for serendipity
While we’d like to think that all avenues are open to us, that’s not the case
No two career journeys are…or have to be alike
There are patterns to careers. Which one is best for you?
So you want to be an EXPERT
Go really deep in one or more towers
Embrace automation fast and figure out the whitespace
Be seen as critical to process not task performance
Seek opportunities to manage others
Develop a best in-class reputation for experience
Form strong relationships with business or retained team
Flaunt technical ability as your primary value
EXPERT career path
Accountant
Business analyst
Senior accountant
Global process owner
Accounting degree
Automation expert
So you want to be a LEADER
Leave specialism behind/ morph from specialist to management at
key inflection points
Move! Progress at regular 2+ year intervals
Actively network within the enterprise…and without
Become known to the business or head office
Take a leap outside your organization into another if advancement blocked
Develop a reputation as good at running stuff
Deepen people skills
Manager, FP&A
Group manager business transformation
Manager disbursement
Global head shared services
Manager A/R
Director supplier services
Director financial operations
Senior director business process optimization
Vice president shared services
LEADER career path
So you want to be an ADAPTER
Make friends outside of your organization
Focus on transformation, not delivery
Develop a strong digital footprint!
Be willing to trade off career and salary expectations to leap ahead
Take measured risks
Pick up a wide range of business skills
Don’t stay too long in shared services!
Consultant
Director of accounting
CEO BPO
Masters in accounting
VP shared services
Deputy controller, assistant treasurer
SVP global business services
ADAPTER career path
So you want to be an Interpreter
Save for your retirement
Speak, write, show up—become your own brand
Be generous with time and expertise
Keep doing 90 degree career turns
Be open to a portfolio life
Invest in meaningful relationships
Embrace career risk!
Jerry Springer aide
Real estate officer
Urban designer
Private equity
Architectural school
Architect
Real estate consultant
Real estate firm founder
Accounting firm partner
CAO/shared services
Bank sourcing leader
BPO CMO
INTERPRETER career path
What shared services career persona do you aspire to be in future?
What shared services career persona do you aspire to be in future?
a. Expert b. Leader c. Adapter d. Interpreter
Parting words
• Forge the right path. Become the
persona that’s right for you
• Prepare/prepare/prepare. Careers
evolve with planning
• Watch for similar patterns—in
others/career paths are generally
predictable
• Get a profile and strong,
meaningful relationships—best
way to get in the way of
opportunities
• Always learn and embrace shared
services career opportunities.
They are a great platform for career
growth
Good luck!!!
Want to know more about your shared services career persona?
Like the concept?
Contact: Deborah.kops@sourcingchange.com
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