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How can you create a career development plan that motivates your team?

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A career development plan is a tool that helps you and your team members identify and pursue your professional goals, while aligning them with the mission and vision of your organization. Creating a career development plan that motivates your team can boost their performance, retention, and satisfaction, as well as enhance your fundraising results and impact. Here are some steps you can follow to create a career development plan that works for your team.

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Summer Martin

Cultivating Inclusive Excellence Through Organizational Growth, Change Management, and a Both/And Mindset.

1 Assess your team's strengths and needs

The first step is to understand your team's current skills, interests, and aspirations, as well as the gaps and opportunities for growth. You can use various methods to assess your team, such as self-evaluation, feedback, surveys, or performance reviews. The goal is to identify the areas where your team members excel, where they need improvement, and where they want to go in their careers.

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Summer Martin

Cultivating Inclusive Excellence Through Organizational Growth, Change Management, and a Both/And Mindset.
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I'd reframe this step to discover your team's strengths and needs. Setting the intention grounded in curiosity and discovery minimizes the desire to "judge" one's performance. Instead of a performance review, how about collaborating on creating a career development plan with each team member?

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2 Set SMART goals and action plans

The next step is to help your team members set specific, measurable, achievable, relevant, and time-bound (SMART) goals for their career development, based on the assessment results. You should also work with them to create action plans that outline the steps, resources, and support they need to achieve their goals. The action plans should include short-term and long-term objectives, as well as indicators of progress and success.

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3 Provide learning and development opportunities

The third step is to provide your team members with various learning and development opportunities that match their goals and action plans. These can include formal training, coaching, mentoring, shadowing, peer learning, online courses, webinars, podcasts, books, or articles. You should also encourage your team members to seek feedback and learn from their mistakes and successes.

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Summer Martin

Cultivating Inclusive Excellence Through Organizational Growth, Change Management, and a Both/And Mindset.
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Leaders should not skip this step. This is how to nurture and develop your talent pipeline. During the exchange of feedback, leaders should remember that data exchange goes both ways. Uncover how you can be a better resource, internal champion, and support to each member of your team.

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4 Recognize and reward achievements

The fourth step is to recognize and reward your team members for their achievements and efforts in their career development. You can use different forms of recognition and reward, such as praise, appreciation, feedback, incentives, bonuses, promotions, or career advancement. You should also celebrate your team's milestones and accomplishments, and share their stories and best practices with others.

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Summer Martin

Cultivating Inclusive Excellence Through Organizational Growth, Change Management, and a Both/And Mindset.
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Recognize and reward progress as well. Every step towards achieving the desired goal or making progress deserves some form of recognition. The smallest achievements can sometimes make a big impact.

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5 Review and revise the plan regularly

The fifth step is to review and revise the career development plan regularly with your team members. You should check in with them periodically to monitor their progress, challenges, and results, and provide them with guidance and support. You should also update the plan as needed to reflect any changes in your team's goals, action plans, or learning and development opportunities.

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6 Foster a culture of career development

The sixth step is to foster a culture of career development in your organization that values and supports your team's growth and potential. You can do this by communicating your vision and expectations, providing feedback and coaching, creating a safe and supportive environment, promoting collaboration and knowledge sharing, and empowering your team to take ownership of their careers.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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How can you create a career development plan that motivates your team?

1

2

3

4

5

6

7

1 Assess your team's strengths and needs

2 Set SMART goals and action plans

3 Provide learning and development opportunities

4 Recognize and reward achievements

5 Review and revise the plan regularly

6 Foster a culture of career development

7 Here’s what else to consider

Fundraising

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How can you create a career development plan that motivates your team?

1

2

3

4

5

6

7

1 Assess your team's strengths and needs

2 Set SMART goals and action plans

3 Provide learning and development opportunities

4 Recognize and reward achievements

5 Review and revise the plan regularly

6 Foster a culture of career development

7 Here’s what else to consider

Fundraising

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