Too often insecure, somewhat inadequate management thinking see ‘the people’ as somewhat a chess game – well it just isn’t. It is people. So, we have skills identification and a matrix to manage development of people. There is career structure and people more as opportunities arise that match their skills and experience.
The big opportunity is not waiting for an opportunity to arise but to up-skill people across the board as part of the professional and personal development.
That will mean some people will develop in from of opportunities arising and will leave the organisation to make use of those skills – that is a sign of a healthy enterprise.
Having said that we can look at more inventive ways of managing our people, leading them into different types of employment with the organisation. This is out of the paradigm thinking and one of the benefits of seeking external input!