How can you design a team workshop to create career development paths?

1 Define the purpose

Before you invite your team to the workshop, you need to clarify the purpose and objectives of the session. What do you want to achieve? How will it benefit your team and the organization? How will you measure the success of the workshop? You can use the SMART framework to define specific, measurable, achievable, relevant, and time-bound goals. For example, your purpose could be to help your team members create individual career development plans that align with their personal and professional aspirations, as well as the organizational vision and strategy.

2 Prepare the materials

To run a productive and engaging workshop, you need to prepare some materials and tools that will help your team members reflect, brainstorm, and communicate. Depending on the size and format of your workshop, you may need flipcharts, sticky notes, pens, markers, worksheets, or online platforms. You also need to design a clear and structured agenda that outlines the activities, timings, and outcomes of the workshop. You can use the 4D model of appreciative inquiry to guide your workshop: discover, dream, design, and deliver.

3 Discover strengths and interests

The first stage of the workshop is to help your team members discover their strengths and interests. You can use various methods to facilitate this, such as self-assessments, feedback exercises, or storytelling. The aim is to help your team members identify what they are good at, what they enjoy doing, and what they value in their work. You can also encourage them to share their insights and experiences with each other, to foster a positive and supportive atmosphere.

4 Dream about possibilities

The second stage of the workshop is to help your team members dream about the possibilities for their career development. You can use techniques such as vision boards, mind maps, or scenarios to stimulate their imagination and creativity. The aim is to help your team members envision their ideal future state, where they are fulfilling their potential and achieving their goals. You can also challenge them to think beyond their current roles and responsibilities, and consider new opportunities and challenges.

5 Design action plans

The third stage of the workshop is to help your team members design action plans to achieve their career goals. You can use tools such as SMART goals, SWOT analysis, or GROW model to help them define their objectives, analyze their situation, and identify the steps and resources they need. The aim is to help your team members create realistic and achievable plans that address their gaps, strengths, and opportunities for growth. You can also support them to prioritize their actions and set deadlines and milestones.

6 Deliver commitments

The fourth and final stage of the workshop is to help your team members deliver on their commitments. You can use methods such as peer coaching, accountability partners, or progress reports to help them monitor and evaluate their progress and results. The aim is to help your team members stay focused, motivated, and accountable for their career development. You can also celebrate their achievements and recognize their efforts and contributions.

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?