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How can you create a career development plan for your team?

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A career development plan is a tool that helps you and your team members identify and pursue their professional goals, while aligning them with the needs and vision of your organization. Creating a career development plan for your team can boost their motivation, performance, and retention, as well as foster a culture of learning and growth in your after-sales department. In this article, you will learn how to create a career development plan for your team in six steps.

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Archana Vijayan

Change Management Consultant, helping businesses to transform through PEOPLE AND PROCESS, Top HR Voice LINKEDIN 2024…
Nishita Ajmera

Corporate Softskill Trainer | Sales Trainer | Communication & Leadership Trainer | Founder of Skillocareer, ex-HDFC…

1 Assess your team's current situation

The first step is to evaluate the current skills, strengths, and areas of improvement of your team members, as well as their career aspirations and interests. You can use various methods to collect this information, such as self-assessments, feedback surveys, performance reviews, or one-on-one meetings. The goal is to understand where your team members are in their career journey, what they want to achieve, and what gaps they need to fill.

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Archana Vijayan

Change Management Consultant, helping businesses to transform through PEOPLE AND PROCESS, Top HR Voice LINKEDIN 2024, Top HR Community Voice LINKEDIN 2023, Mobile / WhatsApp (+ 91 86522-99904)
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Greetings, Career Development Plan, Start Early, List down your strengths and competencies Hire a mentor or a coach Plan an action plan on a daily basis with the 4Q, Explore your options Create a value system at a personal and at professional level. For more connect #archanavijayan

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Nishita Ajmera

Corporate Softskill Trainer | Sales Trainer | Communication & Leadership Trainer | Founder of Skillocareer, ex-HDFC Training & Quality Manager
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??Here are the answer?? ??Skills Inventory & Gap Analysis: ?Assess Current Skills: Conduct a thorough inventory of each team member's current skills, experiences & qualifications. ?Identify Future Needs: Understand the skills required for the team's current projects & future initiatives. ??Individual Development Plans: ?Career Aspirations: Have one-on-one discussions with each team member to understand their career aspirations & long-term goals. ?Strengths & Weaknesses: Identify individual strengths & weaknesses to tailor development plans. ??Team Collaboration & Cross-Training: ?Collaborative Discussions: Facilitate team discussions on collective goals & areas for improvement.

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Gerald Zankl

Empowering Revenue Teams as?CEO & Co-Founder @ Kickscale. ?? Bestselling Author of "The Sales Skills Book". ??
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I think it's important o determine which skills you want to create and what skills you wanna educate your team with. I would recommend to start with all skills required for the role and then making sure everyone sees what needs to be done to get a certain skill and also at which level. Examples: - Prospecting: Means you are able to identify, find, and contact the people within our ideal customer profile - beginner: You find the people and send them messages - intermediate: You find the people, send them messages and are able to build up a relationship via digital channels. - master: All the above and you can teach others who to do prospecting successfully.

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Yenikiediba YONLI

Formateur technique en maintenance mobile chez Endeavour Mining | Licence professionnelle
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Très bon point. IL s'agit là de découvrir le potentiel de chacun et de définir un chemin de développement pour permettre à l'internés de savoir vers ou il peut évoluer et à quel prix. Cela donne de la motivation et de l'efficacité à l'équipe.

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Carlos Alberto de Souza

Consultor de Benefícios e Seguros | SUSEP
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A contrata??o de um business partnering, consultor interno responsável pela gest?o inteligente de pessoas, alinhada às estratégias de negócio, atuando como como mediador entre a alta gest?o da empresa e as diversas equipes, visando potencializar os resultados do negócio, permite a integra??o das áreas que funcionam de forma conjunta como RH e Finan?as, por exemplo, tornando o processo de planejamento mais estratégico e condizente com as necessidades por setor.

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2 Define your team's objectives

The next step is to define the specific and measurable objectives that your team members want to accomplish in their career development plan. These objectives should be aligned with the strategic goals and priorities of your organization, as well as the expectations and requirements of your after-sales role. You can use the SMART framework to set clear and realistic objectives that are relevant and time-bound. For example, an objective could be to improve customer satisfaction by 10% in the next six months by enhancing communication and problem-solving skills.

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Christian Schaider

Business Development Manager at Maschinenfabrik Reinhausen GmbH | ??? Podcast host of "POWER ON" | Asia-Pacific & China | Asset Management | On-load tap-changer (OLTC) | Transformer | Tailor-made Service Solutions
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Aus eigener Erfahrung habe ich festgestellt, dass klare und messbare Ziele für ein Team ein Schlüsselaspekt sind. Die Anwendung des SMART-Frameworks, insbesondere die Definition realistischer Ziele, die im Einklang mit den strategischen Unternehmenszielen und den Anforderungen der After-Sales-Rolle stehen, halte ich für unerl?sslich. Darüber hinaus halte ich die Integration der Hoshin Kanri Methode für ?u?erst effektiv, um sicherzustellen, dass die Teamziele nahtlos in die übergeordneten Unternehmensziele eingebettet sind. Meiner Meinung nach sollten diese Ziele nicht nur die individuelle Entwicklung der Teammitglieder f?rdern, sondern auch direkt zur Steigerung der Kundenzufriedenheit beitragen.

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Yenikiediba YONLI

Formateur technique en maintenance mobile chez Endeavour Mining | Licence professionnelle
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En fonction de cette évaluation précédente vous pouvez définir les objectifs collectifs et individuels et les canaliser en fonction des individus et dans le temps. Cela va faciliter l'auto évaluation des membre de l'équipe. Cela demande un suivi voie un coaching individuel afin que certains membre de l'équipe ne se frustrent et se détourne des objectifs collectifs.

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Carlos Alberto de Souza

Consultor de Benefícios e Seguros | SUSEP
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Atualmente, em um mundo t?o atento e repleto de transforma??es, decorrente da globaliza??o, fus?es e aquisi??es, as empresas devem, cada vez mais, melhorar seus índices de competitividade e, para isso, dependem quase que única e exclusivamente de seus Seres Humanos - motivados, felizes e orgulhosos dos valores compartilhados com a organiza??o. As pesquisas recentes indicam que colaboradores com baixos índices de motiva??o, utilizam somente 8% de sua capacidade de produtividade. Por outro lado, em setores/áreas/empresas onde encontramos colaboradores motivados, este mesmo índice pode chegar a 60%.

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3 Identify your team's learning opportunities

The third step is to identify the learning opportunities that will help your team members achieve their objectives and develop their skills. Learning opportunities can include formal training programs, online courses, workshops, webinars, coaching, mentoring, job shadowing, or cross-functional projects. You should consider the availability, accessibility, and suitability of these opportunities for your team members, as well as their preferred learning styles and methods. You should also encourage your team members to seek feedback and learn from their peers and managers.

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Yenikiediba YONLI

Formateur technique en maintenance mobile chez Endeavour Mining | Licence professionnelle
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Le coaching permettra d'orienter chacun en fonction de l'opportunité de formation qui lui convient. Est ce qu'il faut mettre l'accent sur les actions d'information? Le self training? Le e-learning ou autre?

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4 Create your team's action plan

The fourth step is to create a detailed action plan that outlines the specific steps, resources, and timelines that your team members will follow to implement their learning opportunities and achieve their objectives. You should assign roles and responsibilities, set milestones and deadlines, and establish indicators and criteria to measure progress and success. You should also provide support and guidance to your team members throughout the process, and help them overcome any challenges or obstacles that may arise.

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5 Review your team's progress

The fifth step is to review your team's progress regularly and evaluate the outcomes and impact of their learning opportunities and objectives. You should use both quantitative and qualitative data to assess the performance and improvement of your team members, as well as the feedback and satisfaction of your customers and stakeholders. You should also celebrate the achievements and accomplishments of your team members, and recognize and reward their efforts and contributions.

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6 Adjust your team's plan

The sixth and final step is to adjust your team's career development plan based on the results and feedback of the previous step. You should identify what worked well and what didn't, and what needs to be changed or improved. You should also solicit input and suggestions from your team members on how to enhance their career development plan and make it more effective and engaging. You should update and revise your team's objectives, learning opportunities, and action plan accordingly, and keep them aligned with the changing needs and goals of your organization and your after-sales role.

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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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Carlos Alberto de Souza

Consultor de Benefícios e Seguros | SUSEP
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Ao longo do tempo, o Departamento de Recursos Humanos ultrapassou o status de representar simplesmente uma área operacional ou de suporte dentro das organiza??es, consolidando-se com agente transformador e facilitador em decorrência da automatiza??o dos processos. O Plano de Carreira é um fator que propicia a motiva??o do colaborador, beneficiando o seu desenvolvimento profissional. Neste prisma, o surgimento do denominado RH Estratégico soa em ressonancia com as necessidades empresariais impostas por uma sociedade em constante evolu??o e busca por solu??es palpáveis as demandas, de forma original e consistente.

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How can you create a career development plan for your team?

1

2

3

4

5

6

7

1 Assess your team's current situation

2 Define your team's objectives

3 Identify your team's learning opportunities

4 Create your team's action plan

5 Review your team's progress

6 Adjust your team's plan

7 Here’s what else to consider

Aftersales

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How can you create a career development plan for your team?

1

2

3

4

5

6

7

1 Assess your team's current situation

2 Define your team's objectives

3 Identify your team's learning opportunities

4 Create your team's action plan

5 Review your team's progress

6 Adjust your team's plan

7 Here’s what else to consider

Aftersales

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