Home > Uncategorized > Name that title!

Name that title!


Have you gone on to the job boards recently?  Things like Careerbuilder.com, Monster.com, Indeed.com, or SimplyHired.com?  It can be quite enlightening when you peruse these boards and look at what companies are looking for, and what the associated titles are that go along with it.  In fact, it has really shown me over the last couple of days just how much confusion there is from one organization to another, even within the same organization (some of which are consultancy’s) as to what the definition of a specific function is.

Some of the titles that I have found are things such as”Director of Professional Development”,  “Director, Organizational Effectiveness”, “Change Management Associate” or “Strategic Communications and Change Manager”.  Now, from the titles of these positions one would be led to believe that there must certainly be a difference between them; contrary to that belief I found that most of the positions, regardless of title, were aiming to achieve the same goals.  Those goals were usually stated as “responsibility for providing strategic and operational leadership and consulting expertise in the area of organizational effectiveness, change management, and talent development” or “provide leadership, help our corporate leaders plan, implement and influence programs and individuals to increase our organization’s efficiency…will possess strong expertise in organizational design, change management, coaching, facilitation, succession planning, learning and development, and strategic planning”.  When you look at these, they both look like they could come from the same exact posting, but the first was for an Organizational Change Management Manager and the latter was for a Director of Professional Development.

After seeing something like this, I believe there is no question of the belief of organizations in the importance of the things these positions are trying to accomplish.  No matter what the title is, organizations are realizing that they have to do something different from what they are today.  I think there is still somewhat of an identity crisis that is taking place in this realm, and I’m not sure if, when, or how it will be rectified but at least there is some type of recognition of the need to make a change.  What does this mean for the Organizational Development/Performance Improvement industry?  Only time will tell, but I believe it’s safe to say that there is certainly quite a bit of, at the very least, acknowledgement of the necessity of these types of positions. 

Let’s just hope that with the confusion of titles and responsibilities that these companies can get the right people to fill the right positions, doing the right things!

Advertisements

Leave a Reply

Fill in your details below or click an icon to log in:

WordPress.com Logo

You are commenting using your WordPress.com account. Log Out /  Change )

Google+ photo

You are commenting using your Google+ account. Log Out /  Change )

Twitter picture

You are commenting using your Twitter account. Log Out /  Change )

Facebook photo

You are commenting using your Facebook account. Log Out /  Change )

Connecting to %s

%d bloggers like this: