EP 4: Jessica Johnson: Developing Our Own and Others' Talents

Called to the Workforce

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EP 4: Jessica Johnson: Developing Our Own and Others' Talents

"Jesus Christ consistently looked (out) for how to develop others, grow them, help them be able to carry on His church when He was gone. That's what He has been all about. We can be about that, too."

Called To The Workforce

May 07, 2024

Transcript

Jessica Johnson is the managing director of leadership development for one of the top HR and leadership consulting firms in the world (RBL). She has coached women in leadership roles in the United States and many other countries, including Canada, Saudi Arabia, Abu Dhabi, and Mauritius. Jessica has also worked as a live television sports producer and managed the internal operations of a thousand offshore employees for a management consulting firm.

Jessica has served in a variety of volunteer church roles and is currently serving as president of the women's organization in a group of local congregations (“Stake Relief Society President”).

In our conversation, we discuss:

What makes a good goal
Cautionary tales of audacious goals and HR teams going after “best practices”
The importance of seeking broad professional experience
The importance of a 1:1 meeting
What to cover in a 1:1 meeting

Faith & Leadership Section:

How to give feedback in a helpful and positive fashion (see resources at the end of this newsletter)
How to support talent development in a volunteer/church setting

(As always, look to the end of the newsletter if you want to find the start time for a particular conversation point.)

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Some takeaways:

1. We can easily be swayed by the idea of “what makes a good goal” or “best practices,” both personally and professionally. Many companies (and people) seek out and want to follow the “best practices” used by businesses, leaders, parents, etc. However, that doesn’t make that recommendation appropriate or right for them personally. The best goals should also connect with and align with our long-term direction, vision, and values.

2. A great way to pick a development goal at work is to consider your performance goals for the following year. Then, answer the question, “Who do I need to become to accomplish that goal?”

3. We may want to promise someone we’re mentoring the next opportunity in leadership, but we should never do it: we don’t know what’s around the corner for the company. That can be a disappointing experience for the person and also leave the leader with egg on their face. Instead, it’s helpful to encourage your team to look for a broad range of experiences to make them a well-rounded employee.

4. Leaders should be cautious about canceling one–on–one meetings with their team members. This is a quick way to break trust and leave your team unsupported. It’s also essential to consider the needs of each team member: some may need weekly meetings, whereas others might only need to meet with you once a month.

5. Jesus Christ spent His time serving others and also preparing his disciples to lead His church in His absence. As we serve in leadership capacities at church, we should also consider how to support the talent development of others around us. Though not mentioned on the podcast, Jessica mentioned an exciting concept while we prepared that really hit home: so many times, we rely on a small percentage of people we think are reliable. Perhaps it’s time to reflect on how we could develop others’ talents, creating a larger pool of talent to pull from.

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