How do you create and implement a career development framework that supports employee growth and mobility?

The assessment phase is critical - in my experience, understanding the business strategies mid and long-term as well as core values, purpose, and culture are all important factors to consider to develop a strong and lasting framework.

Not simple, but plain as day. 1. Understand how an individual learns best. 2. Do think of attendance at training courses as building competencies. Until you've impactfully applied what you think you've learned, you aren't truly competent. 3. Connect the type and content of the learning with actual performance goals. Build into the process that their line manager accepts accountability for providing opportunity and support for applying key learning points (and new skills) on the job, focused on real business goals and objectives; PMP + PDP + Manager Accountability/Support = Max. ROI. 5. Build their career path accordingly based on Readiness, Impact of Loss, Flight Risk and Motivation to Learn, Grow and Improve. Ask me about my tool for this.

It is important to not forget to think on the long term strategy when designing a framework. Which skills will be needed to achieve x? Knowing where the company is going and what is needed to achieve the strategic goals is key. When looking at possible career paths it is important to assess transferable skills, many opportunities are missed internally because we dont look enough at transferable skills.

Like a compass, a career development plan should include a package consisting of a list of career paths available within the organization, skills and knowledge needed for each career path and a plan for how employees can develop the skills and knowledge they need.

Engaging your stakeholders from the very beginning will be key to success in implementation of development plans. You want to create advocacy from the executive level and run a test group. Make sure to measure the impact and be ready to enhance and develop as your organizations strategic plans for growth change. Don't set and forget. Grow the program with your employees needs.

As an organizations needs can change, it is important to have the flexibilty needed in different scenarios. This is usually a dynamic process and a framework should support this by giving a holistic overview of current skills, capabilities and predict any gaps. To turn the framework into action. The key to this is to have buy in from leaders, who need to show a responsibility for peoples development and to create a culture of learning, skill-building and growth.

We must define the vision and purpose of the framework like what are the objectives and benefits of having a career development framework for organization? How does it align with our mission, values, and culture? How will it support our business strategy and goals? Also, By Monitoring and update the framework regularly. We can use methods such as surveys, interviews, focus groups, or analytics to monitor and update the framework regularly.

This article nailed it. The only addition I would add is START NOW! There are so many comprehensive talent frameworks that exist. However, prioritizing development and growth so you can have the stability to sustain operational objectives falls too low on the priority list. The priority matrix has 4 buckets: - major project - high impact, high effort - fill-ins - low effort, low impact - quick wins - high impact, low effort - thankless tasks - high effort, low impact Which bucket would you prioritize this talent and retention work? If you didn’t answer MAJOR Project. Stop, gather tools data and info, assign duties and sets deadline and START NOW! People are a major project and career path, feedback and development plans are for now!

One way to ensure continuous support and engagement from your leadership team is to make them part of the system. Wether it's by using them as mentors or coaches, making them part of a review board, or even participate in project deliverables and reviews keep the energy flowing. Also instrumental to measure and share success with KPIs and success stories.

Crafting and enacting a robust career development framework is a vital organizational strategy, aligning with talent management and fostering individual growth. This approach involves tailored development, mentorship, and advancement opportunities, ultimately enhancing employee retention and adaptability in a dynamic business environment.