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How can you develop a career development program that meets the needs of multiple generations?

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Career development is a key factor for employee engagement, retention, and performance. However, different generations may have different expectations, preferences, and needs when it comes to learning and growing in their roles. How can you develop a career development program that meets the needs of multiple generations? Here are some tips to help you create a flexible, inclusive, and effective program.

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1 Assess your workforce

The first step is to understand the generational composition and diversity of your workforce. You can use surveys, interviews, focus groups, or other methods to gather data on the demographics, skills, goals, motivations, and challenges of your employees. You can also use tools like personality assessments, learning styles inventories, or feedback systems to gain more insights into their individual strengths and areas for improvement.

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Katie Murphy Lawrence, MHA CMPE CMOM

Elevating Leadership to Increase What's Possible in Healthcare Operations ?? Solving Complex Problems with Greater Ease ?? Doctoral Studies: Leadership + Organizational Psychology ?? Conference + Event Speaker ??
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Too many training and development programs will offer you an "off the shelf, one-size-fits-every-practice" toolkit. Unfortunately, that's about as good as using your iPhone exactly as you bought it. Will it work? Sure. Is it making the best use of the resource in your hand? No. Understanding the people on your team ... what skills they have ... what learning styles suit them best ... and what skills they will need in the future at your organization are all key insights to keep in mind as you design your program.

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2 Align your program with your strategy

The next step is to align your career development program with your organizational strategy, vision, and values. You need to define the competencies, behaviors, and outcomes that are relevant and important for your business success. You also need to communicate the purpose, benefits, and expectations of your program to your employees and managers. You can use tools like career maps, job descriptions, performance reviews, or mentoring programs to help your employees understand their current and potential roles and responsibilities.

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3 Offer multiple options and formats

The third step is to offer multiple options and formats for your career development program. You need to consider the different learning preferences, needs, and styles of your employees. You can use a mix of formal and informal, online and offline, individual and group, self-directed and guided, and short-term and long-term learning opportunities. You can also use tools like learning platforms, microlearning, gamification, podcasts, webinars, or coaching sessions to deliver engaging and relevant content.

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Lauren Patterson

Talent @ Multiverse ??
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1. Focus on flexibility: Diverse formats (online, in-person, microlearning) for diverse goals (skill gaps, leadership, agility). 2. Personalise options: Match learning styles & career stages (mentorship, job shadowing, project assignments). 3. Emphasise lifelong learning: Build a culture of growth, not just one-time programs. 4. Bridge generational gaps: Encourage knowledge sharing & cross-functional teams. 5. Track & adapt: Continuously iterate based on employee feedback & data analytics. As I always say it's a journey, not a destination. Your program should evolve alongside your workforce.

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4 Customize and personalize your program

The fourth step is to customize and personalize your program for your employees. You need to consider the different career stages, goals, and aspirations of your employees. You can use tools like career plans, learning paths, competency frameworks, or badges to help your employees set their own goals, track their progress, and showcase their achievements. You can also use tools like feedback, recognition, or rewards to motivate and support your employees along their career journey.

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5 Encourage collaboration and communication

The fifth step is to encourage collaboration and communication among your employees. You need to consider the different perspectives, experiences, and values of your employees. You can use tools like peer learning, cross-functional projects, communities of practice, or social media to foster a culture of learning and sharing. You can also use tools like surveys, polls, forums, or town halls to solicit feedback, suggestions, or ideas from your employees on how to improve your program.

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Katie Murphy Lawrence, MHA CMPE CMOM

Elevating Leadership to Increase What's Possible in Healthcare Operations ?? Solving Complex Problems with Greater Ease ?? Doctoral Studies: Leadership + Organizational Psychology ?? Conference + Event Speaker ??
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While conversation is easy to facilitate for in-person development programs, it's just as critical for virtual programs. Know the capabilities of your technology: - Use break out rooms for small group discussion - Integrate white boards and chat functionality - Create opportunities for the participants to teach and share with one another When participants get to be a part of the program, they are far more likely to use the information after the session ends! If they are just listeners... you've lost them well before the ending even happens.

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6 Evaluate and improve your program

The sixth step is to evaluate and improve your program based on your data, feedback, and results. You need to measure the effectiveness, impact, and return on investment of your program. You can use tools like metrics, indicators, dashboards, or reports to monitor and analyze your program performance. You can also use tools like audits, reviews, or evaluations to identify gaps, strengths, and areas for improvement. You can then use tools like action plans, pilots, or experiments to implement changes and enhancements to your program.

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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 develop a career development program that meets the needs of multiple generations?

1

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3

4

5

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1 Assess your workforce

2 Align your program with your strategy

3 Offer multiple options and formats

4 Customize and personalize your program

5 Encourage collaboration and communication

6 Evaluate and improve your program

7 Here’s what else to consider

Practice Management

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How can you develop a career development program that meets the needs of multiple generations?

1

2

3

4

5

6

7

1 Assess your workforce

2 Align your program with your strategy

3 Offer multiple options and formats

4 Customize and personalize your program

5 Encourage collaboration and communication

6 Evaluate and improve your program

7 Here’s what else to consider

Practice Management

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感谢您的反馈

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