In December, we asked our associates what benefits were important to them. It was a comprehensive look at what makes The Connor Group a place where people want to work long-term. When surveys came in, the real work began.
Partner Courtney Dies plays an important part in taking that feedback and implementing game-changing plans. In fact, her promotion to senior trainer and director of leadership and development directly addresses one of our associates’ biggest wants from the survey– long-term development and career advancement.
“Courtney thinks long-term and doing the right thing for our people is truly important to her. I couldn’t think of a better strategic thinker to take all our associates’ development to the next level,” partner and director of training Ashley Smith said.
Loop caught up with Courtney to talk about her new promotion and what we can expect to see in the coming months…
QUESTION: Describe what your new role entails and what you are focusing on right now?
ANSWER: Our objective is to build the best leadership development program in the country. And behind the scenes, we’ve been working to identify how we improve retention. We needed to determine what holes we had in our training and what resources our associates needed to advance.
Q: Is building the best leadership program in the country intimidating?
A: Yes, because I love our company and people, so they deserve this. The pressure to make sure we don’t let them down is intimidating but exciting. To be part of the evolution is incredible. Ashley Smith zeroed in on how we make new hire training elite. We’ve seen growth on that front, and now we need to take it to the next level. It’s exciting to know we’re taking the next step.
Q: How will it work?
A: The manager career path will be rolled out in the fall. We began working on these career paths well before the benefits survey. It started in January 2021. The career paths are designed to be a self-help tool. So, for example, if you know you are a seven at business acumen and need to be an 8.25, this tool will clearly outline how to move the needle. From there, it’s up to the associate to reach out and get the correct training from a knowledgeable and believable individual.
Q: Will you outline career paths for all positions in the field and Central Support Office?
A: Yes. When you’re creating something completely new, it’s hard, and it takes time. It’s a very different skill set to take a blank drawing board and create something from the ground up vs. mastering our proven processes and systems. It’s both challenging and exciting. I’ve been working closely with partner and CEO Bob Lloyd and partner Roger Lipson to build our program from scratch. After we roll out the manager career path, sales is next on our agenda. In 2023, I’ll be researching training and development in each department at the Central Office and begin building a baseline to see how we improve.
Q: What are you most excited about as you make this transition?
A: I’m just excited to help our people grow. What motivates me is seeing growth in people who develop into elite leaders who are better at executing our systems. Giving people a path for their careers gives me so much excitement and joy.
Q: You’ve personally grown your Connor Group career. What advice do you have for others wanting to do the same?
A: Stay hungry and don’t get complacent. I’m a curious person by nature; I like to know things I don’t know. Be relentless. Bob always taught me to have personal goals each year. If you’re not moving forward, you’re moving backward. If you are challenging yourself to get better, it forces you to create plans. Use your resources. Be a champion for your own development.
