Think about your own career path. How much of it entailed luck and good fortune?
My own life and career is full of moments of serendipity — times when a person I met, choice I made, or an opportunity presented to me put me on a path to success. This journey ultimately led me to become chief opportunity officer at Guild, a company focused on bridging the gap between education and employment by helping millions of Americans gain skills and support they need to advance their careers.
In this role, I like to think of my work as trying to figure out how we can package serendipity. There are millions of American workers who can’t rely on luck to have a fair shot at opportunity. So, what can we as leaders, and the organizations we work for do to make what we think of as luck or good fortune re-creatable and repeatable? The answer: Create a culture of opportunity.
Establishing a culture of opportunity shows employees that you are invested in their career advancement. It provides workers with a realistic vision for a financially stable future — and a truer sense of possibility.
For organizations, a culture of opportunity projects your values and sends a signal to talent that you are truly invested in career advancement. It also dramatically improves your ability to attract, retain and grow talent in a changing world.
Here are five ways organizations and leaders can build a culture of opportunity:
These steps aren’t all easy (nor done in a day), but they’re necessary. Our country was built on the premise of opportunity — and our businesses and leadership will only succeed by centering our approach on providing it.
Read the full report here.