The “great resignation” that dominated headlines this past year shows we are in a time where professionals are focused on their career development more than ever. Employees want to know if they are headed down a career path that best suits their needs and skills, and employers are struggling to give them the tools they need to determine the career progression that works best for them.
This series aims to share the stories and wisdom of successful shared services practitioners. We will explore how they found their way into the space, the key career decisions they had to make, and some lessons they would like to impart to younger generations. If you have any career questions you would like answered, please reach out to Sally via email (sally.fletcher@ssonetwork.com) or connect with her on LinkedIn.
For Sally’s fourth episode of GBS Career Corner, she sat down with Paul Bryanhill, a professional with over 30 years of experience in shared services and finance roles. Until recently, Paul served as VP, Finance Operations at NBC Universal, and prior to that, he was Head of Shared Services at Lloyd’s Register. During Paul’s career, he has been responsible for the design, establishment, and operation of both captive and outsourced services. Recently, Paul has also taken the time to mentor, support, and develop the careers of future shared services professionals.
During his conversation with Sally, Paul took the time to share some of the same insights he gives the young professionals he mentors. This includes advice for picking the right company, tips for demonstrating your vision to a manager, the benefits of taking feedback, and much more.
Bringing an Idea to Your Manager
Expectations today are high for those who work in shared services. “Just doing a good job, delivering the service, is what’s expected. But being able to go above and beyond and do things more efficiently is how to take that step forward,” Paul said.
For Paul, one of the best ways to develop your career is by letting others see your creativity and ingenuity. When bringing a proposal to your manager Paul recommends first picking the right time and location to bring up your idea. It’s important to find a balance between not overwhelming your manager with detail, but also being able to succinctly lay out your proposal.
As an advocate of developing soft skills, Paul suggests you let those skills lead when proposing an idea. Meaning, letting thoughtfulness show in your pitch, and speaking in a way that engages those listening and shows you are receptive to any questions or concerns they might have.
Another important aspect of pitching an idea is making sure it’s fully fleshed out. Managers don’t want to hear just a vision, but rather want to see you have thought of not only the solutions your idea might provide but the challenges they might also create along the way.
What to Consider When Making a Job Change
In Paul’s decades of experience, he has worked a variety of roles in different organizations and industries. When asked what prompted him to seek new opportunities throughout his career Paul said, “There came a stage within those organizations where I had developed them as much as I could, and I needed a new challenge.”
Shared services professionals should desire to constantly improve their craft and to gain knowledge at each step of their career. If you reach a point at a job where you feel it’s no longer a challenge, and you’re going through the motions, that’s your sign it’s time to start thinking of new opportunities either internally or at a new organization.
Paul added that those in shared services should seek out change. They shouldn’t enter a new job prepared to conform to the status quo, but rather view a new position as an opportunity to better both themselves and the new organization they are working for.
The final piece of advice he gave when considering a new job is to do your research. It’s important to make sure your prospective employer has a sound understanding of what shared services are, will provide support and resources when necessary, and have created a team of hard-working individuals who also desire to become agents of change for the organization.
Reverse Mentoring
As someone who currently mentors younger professionals, Paul sees finding a career mentor as an incredibly useful development tool. However, one area that does not get discussed enough about mentoring is the idea of having a reverse mentor.
Reverse mentoring is when a professional seeks feedback from those below them in the organization, not just their manager. Paul advocates this as a unique way to learn more about yourself professionally.
“No matter where you are in your career, where you are in your development, you can always learn new ways to improve, but it might require you to try to do things differently,” Paul said.
By seeking out feedback from younger employees you can learn about how your management style is received by those who work for you. Paul added that reverse mentors can also challenge your preconceptions, which can be valuable to many managers who have become set in their ways without even realizing it.
Paul himself has deployed reverse mentoring, and during his time at Lloyd’s Register sought feedback from a 16-year-old employee that he views as some of the best he has ever received.
If you like the audio medium and would like to hear a detailed interview that dives much further into Paul Bryanhill’s career advice, please listen to Careers Corner with Sally Fletcher on Spotify or Apple Music.