Enhancing The Career Development Conversation

Gallup Q12• Do you know what is expected of you at work? • Do you have the materials and equipment you need to do your work right? • At work, do you have the opportunity to do what you do best every day? • In the last seven days, have you received recognition or praise for doing

good work?• Does your supervisor, or someone at work, seem to care about you as a

person? • Is there someone at work who encourages your development? • At work, do your opinions seem to count? • Does the mission/purpose of your company make you feel your job is

important? • Are your associates (fellow employees) committed to doing quality work? • Do you have a best friend at work? • In the last six months, has someone at work talked to you about your

progress? • In the last year, have you had opportunities at work to learn and grow?

“Survey Says”

Unclear about career options

Unclear about career path

Inconsistent career planning and follow through

Lack of open communication with management

Employer Concerns

Employee Retention

Employee Engagement

Employee Satisfaction

Employee Performance

Current Dynamic

Conversation during performance review time (1-2x/year)

Conversation driven by mangers

Managers may be unaware of options to suggest to employees

Common default to a class, workshop or conference ($)

Lack of follow through

Change the Dynamic

Change the professional development discussion to be equally shared between manager and employee

Equip employees with the tools to increase self awareness

Improve employees’ self awareness of skills, values and interests

Teach employees how to articulate this during performance review discussion

Teach managers how to incorporate this information into professional development options

Increase Self Awareness

Skills– Current skills– Preferred skills

Values - Career vs Life

Interests- Passion- Knowledge

More Self Awareness

Preferences

Style

Qualities

Motivators

Competencies

Tools

Iseek.org http://www.iseek.org/careers/skillsAssessment?do=1

Onet - http://www.onetonline.org/skills

StrengthFindershttp://www.myplan.com/assess/values.php

http://people.usd.edu/~bwjames/tut/time/workinv.html

Hogan (MPVI)

The Discussion

A partnership with manager

Openness

Brainstorming

Come prepared

The Options

Moving Up

Moving Over

New Track

Improved Skills

Manager’s Role- setting the stage -

Openness

Trust

Partnership

Collective brainstorming

Outcome oriented

Options

Skill enhancement (technical and soft)

Knowledge enhancement

Training, projects, professional affiliations, relationship building

Up - over - new

The Plan

Goal

Steps

Timeline

Resources

Check in

Karen KodzikCultivating Careers

www.cultivatingcareers.com

651-387-2676