What to Put Into a Career Development Plan
Summary
TLDRCreating a career development plan is essential for managers to show they value their team members and want to help them grow. The process involves setting clear career goals, mapping out potential roles, identifying the skills and experiences needed, and filling any gaps through targeted actions. This not only boosts employee motivation and retention but also improves team performance and the manager-employee relationship. The video provides a step-by-step guide, including creating a career map, deciding on the next roles, researching qualifications, and developing an action plan to achieve career progression.
Takeaways
- 🎯 Creating a career development plan with team members demonstrates value and investment in their growth.
- 📈 Developing employees' skills is beneficial for motivation, retention, and improving team performance.
- 🤝 A strong career development plan can enhance the manager-employee relationship and contribute to company success.
- 🚀 Encourage employees to create their own career development plan if their manager doesn't initiate one.
- 🎓 Set a clear career goal for the employee, which can be adjusted over time but should be focused to aid career progression.
- 🗺️ Create a career map outlining potential roles and paths to reach the target position.
- 🔍 Research the skills, experience, and qualifications required for the next two roles in the career path.
- 🔄 Analyze skill and experience gaps between the current role and the desired future roles.
- 📋 Develop an action plan with specific tasks and projects to fill the identified skill and experience gaps.
- 📚 Provide a mix of self-motivated learning opportunities and job-integrated development activities.
- ⏰ Regularly evaluate progress with the team member to ensure milestones are met and goals are achieved.
Q & A
What is the primary purpose of creating a career development plan for team members?
-The primary purpose is to demonstrate value and investment in the team members' growth, improve their motivation, enhance retention, strengthen the manager-employee relationship, and increase the team's skill level, ultimately benefiting the company.
Why is it important for employees to develop their skills and deliver more for the business?
-Developing employees' skills is crucial for their professional growth, which in turn increases their motivation and reduces the likelihood of them leaving the company. It also improves the team's overall performance and efficiency.
What should be the time frame for a career development plan?
-A recommended time frame for a career development plan is five years or more, allowing for clear direction and long-term goals.
How can a manager support their team members in identifying their career goals?
-A manager can work with team members to decide on their career goals, considering their current position, aspirations, and the time frame they have in mind for achieving those goals.
What is the role of a career map in a career development plan?
-A career map shows the different routes available in terms of specific roles between the current position and the desired target role, helping team members visualize their career progression and identify suitable paths.
Why is it beneficial for a team member to know their next two roles in their career path?
-Knowing the next two roles provides a focused career development plan for the next five years, which helps team members stay motivated and gives the manager insight into their aspirations, aiding in retention and succession planning.
What should be included in the research of skills, experience, and qualifications needed for a career development plan?
-The research should identify the specific qualifications required, list and grade the skills and experiences needed for the next role, and consider the current skills and experiences of the team member to understand the gaps that need to be filled.
How can a manager help their team member fill the identified skill and experience gaps?
-A manager can create an action plan with specific actions such as task swapping, problem-solving, project assignments, cross-team collaboration, training others, and providing learning opportunities like courses and qualifications.
What is the significance of periodically evaluating progress in a career development plan?
-Regular progress evaluation ensures that both the team member and the business are investing in the development and that the team member is meeting the agreed milestones and targets, which is essential for the success of the career development plan.
How can team members be motivated to take initiative in their career development?
-By creating a mix of learning opportunities that require self-motivation and those provided as part of their day-to-day jobs, team members are encouraged to take an active role in their career growth.
What resources are available to help create career development plans?
-Templates and examples of career development plans can be found in the management skills hub, which can speed up the process of creating and implementing these plans for the team.
Outlines
📈 Creating a Career Development Plan
This paragraph emphasizes the importance of creating a career development plan for team members to demonstrate value and commitment to their professional growth. It highlights the benefits of such plans, including increased employee motivation, improved retention, better manager-employee relationships, and enhanced team skill levels. The speaker, Jess Coles, shares their 25-year management experience and suggests that career development plans are crucial for motivating staff and maximizing their potential. The video also teases 11 suggestions for building employee skills and experiences, which will be discussed later.
🎯 Setting Career Goals and Creating a Career Map
The second paragraph focuses on the initial steps of creating a career development plan: deciding on career goals and creating a career map. It suggests starting with a clear goal and a time frame, such as five years, and encourages specificity in the target role. The paragraph also addresses the importance of succession planning and the flexibility of career goals. It then explains the process of mapping out potential roles and seniority levels to visualize the career path, and recommends choosing the next two roles to target, considering the average duration spent in each role.
🔍 Researching and Analyzing Skills and Experience
This paragraph delves into the research required for a career development plan, including identifying the qualifications, skills, and experiences needed for the next role. It emphasizes the importance of overcoming qualification barriers and provides methods for researching the necessary skills and experiences. The paragraph also discusses analyzing the gaps between the current skills and those required for the next role, and suggests ways to fill these gaps, such as swapping tasks, assigning projects, and cross-training initiatives. It concludes with the importance of periodically evaluating progress and maintaining a balance between self-motivated learning opportunities and those provided as part of the job.
Mindmap
Keywords
💡Career Development Plan
💡Team Members
💡Motivation
💡Retention
💡Manager-Employee Relationship
💡Skill Level
💡Succession Planning
💡Career Map
💡Action Plan
💡Gaps Analysis
Highlights
Creating a career development plan is a powerful way to show team members that you value their growth and contributions.
Developing employees' skills can improve motivation, retention, and the overall skill level of the team.
A career development plan can significantly accelerate an individual's career progress.
Deciding on a career goal is the first step in creating a career development plan.
A recommended time frame for a career development plan is five years or more.
The target role should be specific and may or may not be within the current company.
Creating a career map helps visualize the different routes to the desired position.
Choosing the next two roles in the career path provides a focused plan for the next five years.
Researching the skills, experience, and qualifications needed for the next role is crucial.
Analyzing the gaps between current skills and those required for the next role is fundamental to the career development plan.
Creating an action plan to fill the identified skill gaps is the next step.
Actions should push individuals out of their comfort zones to build necessary skills.
Swapping tasks, assigning projects, and cross-team collaboration are effective ways to fill skill gaps.
Teaching others, job shadowing, and studying for qualifications are valuable for skill development.
Providing a mix of self-motivated and job-integrated learning opportunities supports career growth.
Regularly evaluating progress with the team member ensures accountability and effectiveness of the career development plan.
Transcripts
creating a career development plan with
your team members and then putting it
into action creates a very strong
message to those team members that you
value them and you want to develop their
skills and careers
i've always found that developing
employees skills and what they can
deliver for the business is great
firstly for motivation of those
employees
secondly improving retention
employees who are growing professionally
have less reason to leave
third improves the manager employee
relationship
fourth improving the skill level of your
team so the team can deliver more or
deliver better or deliver faster all of
which help the company and you
having a career development plan is a
great tool every manager should use
if your manager doesn't create a career
development plan with you then you
should create one for yourself
creating a career development plan will
help your own career progress
significantly faster
so what to put into a career development
plan
here is what you're covering today
and towards the end of the video i share
11 suggestions of ways to build employee
skills and experience that i've used or
have seen used very successfully all
great for what to put into a career
development plan
[Music]
my name is jess coles and i've had a
25-year management career in corporates
and household names through to smes
in my experience career development
plans are such a good exercise to go
through and deliver against to motivate
staff members and to get the best out of
them and if you're new to this channel
enhance.training shares business and
people management expertise to help you
improve your performance and that of
your team and business
and if you like this video please give
it a thumbs up and
subscribe so the first action to create
a career development plan is deciding on
the goal
work with your team member to help them
decide on their career goal
a useful starting point can be deciding
on the time frame for that goal
for instance if you have just started
your career your time frame may be
fairly short because you're not sure
where you want to end up and you have so
many routes open
or for example you might have
professional exams to complete before
expanding your horizons
if you're further on in your career you
are likely to have longer time frames as
you have a clearer direction
i recommend a time frame of five years
or more for your career development plan
if your employee doesn't really know
what they want a good default is the
header function in which they actually
sit for example you know marketing or
sales or finance
just remember everyone is different
some people don't want the hassle and
effort of pursuing a career into
management or senior management
for others the head of function or
beyond in a particular size and type of
company is exactly where they want to
get to
employee to be as specific as possible
the team member needs to identify a
specific role to aim at which we will
call the target role
the target role may or may not be in
your company and to get this role the
team member may need to do your current
job too
try not to worry or feel threatened by
employees wanting your role
i've always used team members wanting my
job as a great opportunity to free
myself up to allow me to move on to the
next level myself
succession planning is very useful to do
for your own career development
and lastly the career goal in your
career development plan is not set in
stone your goals may change as time goes
on that said sticking with the goal
chosen and focusing your efforts to
achieve that goal will progress a
person's career that much quicker than
changing goals periodically
the second action for how to write a
career development plan is to create a
career map
once your team member has decided on an
end goal you know a specific position
that they want to get to then create a
career map showing the different routes
available in terms of specific roles
between where they are now and where
they want to get to
within the career map group the
different roles at similar seniority
levels so you can see the options
available as you progress through each
seniority level
the career map may have few levels
between the current role and the tiger
role say you know a marketing manager to
the head of marketing or there might be
many levels say with a marketing
training all the way through to
marketing director
get your team member to think about
which of the routes available to them
would appeal to them the most
help them to work through the suitable
routes based on what you know of their
current strengths abilities and
interests
if the team member is unsure on their
preferred route get them to do some
high-level research on each of the roles
to see what skills experience and
qualifications are needed
in action four we go through how to do
this
the third action in how to build an
effective career plan is to decide on
the next two roles
ask the team member to choose their next
role that they would like to work
towards ideally this role will be
available within the business
choose the next role to target as a
minimum before undertaking any detailed
research
the average person spends just over
three years in each role during their
career per recruitment stats
so as a result i recommend getting your
team member to choose the next two roles
of their career path so they are focused
on a career development plan covering
the next five years
you might be thinking that if i help my
employee work out their career path or
their next step on their career path
then they are much more likely to leave
my team
i have found the opposite is the case
if they want to leave they will leave
taking actions to help them get to their
next step delays them leaving the
company and it also gives you the
knowledge of what they want and think
and the ability to help them meet their
career aspirations
these steps all help you retain your
staff not encourage them out the door
career development plan templates are
available in our management skills hub
to speed up creating your team's career
development plans and capturing all the
points the fourth action when thinking
about what to put in a career
development plan is research the skills
experience and qualifications needed
the easiest part of the research is
identifying what qualifications are
needed
does the team member already have the
right qualifications or will they need
to study for them
qualifications tend to be a serious
barrier to get many jobs so it's
important to plan how to overcome this
barrier
next help the team member list out all
the different skills and experience that
they will need to build over the next
five years
it is important to go into some detail
and specify the level of skills and
experience needed
you know for example if the next role
was operations manager just putting team
management experience would not help
much
writing something like team management
of 10 plus factory full staff plus app
and staff including recruitment
performance management planning and
organizing and day-to-day direction will
be a lot more specific and helpful
another option is to grade the skills or
experiences needed from 1 to 10 with a
score of 1 being a low skill level and
low importance and a score of 10 being a
high school level and high important
different ways for the team member to
research what skills and experience are
needed for the next role include firstly
looking at job adverts and listing down
the common requirements
secondly interviewing or speaking to
individuals actually doing the role or
who have actually done the role in the
past
third job shadowing those doing the role
fourth looking at internal job
descriptions if available
help them fill in any gaps that they
have if you can from your own experience
and do share your views and experiences
too these can be extremely valuable for
your team member
the fifth action when creating a career
development plan is to analyse the gaps
a career development plan is
fundamentally about filling the gaps
between where your employee is now in
terms of their skills and experience and
where they need to get to for their next
role or two
you have a list of skills and experience
needed for the next role or two and have
graded it
now repeat the process of listing down
and grading the employees current skills
and experience in the same way as you've
done for the future role
both of you will then be able to look at
the skills needed for the future roles
and the skills built up so far
this gives you an easy way to identify
the gaps and the scale of the gaps to
overcome
when you're both clear about the gaps
your team member has in their skills and
experience and the scale of the gaps you
can start planning the actions to fill
those gaps
the sixth action for what to put into a
career development plan is to create an
action plan
your action plan will contain the
actions needed to start filling in the
gaps identified
identifying the actions is going to
require some careful thinking on your
part
you're likely to have several team
members each with different development
needs and there are only so many
opportunities available within the
business to develop them
i found it easier to get to this
position with several of the team
members or all of them depending on the
size of your team and then work out
which task activity project or other
development opportunity i will give to
which employee
i tend to favor the better performers or
those with the best attitudes first and
then work down the list of staff
this usually gives you the most bang for
your buck in terms of what you the team
overall and the company gets out of
creating and actioning career
development plans
each action should be focused on moving
the individual out of their comfort zone
to build skills that you've jointly
identified and to deepen experiences
that they need more of the same will not
help them very much
some ideas to help you include you know
firstly swap tasks or re-allocate
responsibilities within your team for a
period of time you know say six months
secondly identify problems with
processes accounts systems etc that you
could give to a team member to build
solutions and then implement those
solutions
third look around for projects within
your responsibilities that you could
assign to a specific employee or a group
of employees
fourth ask other departments to see what
cross-team projects or projects full
stop could benefit the business that you
could get your team members involved in
fifth ask team members to train others
teaching is a great way of learning
yourself
sixth introduce a buddy system or a
cross-training initiative within your
team or across teams
seven build up a reading list of
business books or a watch list of videos
etc of relevant subjects for your team
members
eight organize the comments to other
departments or inclusion on specific
projects
nine release your team members for say i
don't know morning a week to work with
another team you know for instance
finance to work with sales to work on
new business tenders
ten book courses for your team members
to attend and ask them to teach the rest
of the team after taking the course
and 11. enroll them for specific
qualifications and provide study support
in terms of time and money
there are lots of ways of helping to
support team members develop their
careers that directly helps you your
team and the business become even more
successful
i would also suggest you don't hand
training and development on a platter to
your team members create a mix of
learning opportunities some that need
the employee to work from their own
initiative and to motivate themselves
and others that are provided as part of
their day-to-day jobs
and as a final point make the time to
sit down and evaluate progress
periodically with the team member if you
and the business are investing in the
team member you want to see them keeping
up their side of the bargain namely
reaching the agreed milestones and
targets as a result of creating a career
development opportunities for them
so they have six key actions to take for
what goes into a career development plan
a quick recap on the actions to take are
firstly decide on the goal
secondly create a career map
thirdly decide on the next two roles to
take
fourth research the skills experience
and qualifications needed
fifth analyze the gaps and then sixth
create an action plan
for templates and examples of career
development plans take a look at our
management skills hub
and if you have any questions please
leave them in the comments below and i
will get back to you
thanks very much for watching and i look
forward to seeing you again soon
[Music]
you
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