What are the most effective ways to identify career pathways for your team members in a workshop?

1. Develop clear policies 2. Establish core competencies 3. Collaborate with management 4. Build out career pathing routes 5. Communicate?

Following are the pivotal topics to ensure workshop effectiveness: 1.Provide a detailed overview of the various roles pertinent to the group. Highlight the critical /desirable skills, knowledge, and competencies essential for success in these roles. 2.Recommended career path tailored to balance between current team roles and anticipated future positions. 3.Engage the leadership team actively in the workshop, fostering a conversational forum where leaders can impart real-time examples and success stories of team members progressing within the team. 4. Talk about the significance of ongoing feedback and active participation in career discussions. 5.Lay emphasis on upskilling and continuous learning to ensures the team remains future-ready.

The single most important thing to do is communicate with the team members. Get to know them and what they see for their future. You can help them build the skills they need to for the path they want to take. However, there may need to be some realignment as their goal may be unrealistic with their current skills or education level.

Set objectives/goals that you intend to achieve with the workshop. Understanding the audience and designing the workshop so that objectives are well met based on the needs and background/experience of the employees.

It's crucial to consider various elements that can enrich the career development workshop experience. This includes fostering diversity & inclusion, organizing networking events to facilitate connections, emphasizing digital skills and technological proficiency, providing support for career transitions, adapting to the realities of remote work, promoting cross-functional collaboration, implementing a continuous feedback mechanism, discussing personal branding, encouraging community engagement and volunteering, recognizing cultural sensitivity, exploring future industry trends and skills, incorporating data-driven insights for decision-making,& ensuring post-workshop support to sustain ongoing career development.

I’m not sure I’d use the phrase assess your team, more get to know and understand them! Spend some time learning about their strengths, what motivates them, what they are bringing to the team. Also understanding what it is they don’t enjoy and what doesn’t play to their strengths this will definitely help you to make the most of your team. Using what each member brings, to work together and optimise that teams strengths.

Put your people in situations to grow. By doing so, you will stretch them out of their comfort zone and truly be able to analyze areas where they may have gifts, talents, or untapped abilities. As a leader, we need to be constantly observant, watching how they perform, and willing to coach them up to reach their highest potential. This can provide great insight into potential strengths that can be leveraged for future career paths.

The word assess doesn’t resonate well with me though in the context of using “assessment” tools to identify members strengths, weaknesses, and goals is understanding. I recently had a situation regarding career pathing where a manager seeking a promotion had been determined by 2 senior leaders working together not to know the job. To justify the promotion one leader had convinced the other this particular manager needed to be “assessed” with a test for job proficiency. As an HR partner, I was totally against for so many reasons. It would not be ideal to assess a member as a way to evaluate for advancement if no previous job performance have been identified especially if this is not a requirement for promotion consideration for all members.

It’s important to understand the individual capabilities, strengths and areas of development. Over and above spending time with each individual, giving them tasks that are outside their day to day responsibilities challenging their ability to think outside the box is a good assessment approach.

In today's market, there is a wide array of exceptional assessment tools available. Notable examples include the Working Genius Assessment and the Maxwell DISC Assessment. Utilizing these powerful tools enables us to gain deeper insights into one another.

I will like to mention that as leaders we need to be careful of placing people in bucket, just by looking the career path available in our organisation. Sometimes people are doing what the job they are on just because it is what is paying the bills. I'm thinking we do more of the step one, where you get to sit the person down and really get to know what is their passion and what they want to do to advance their career. Some of what may come out maybe very revealing. In most developing economies, people jump on available job , rather than what they would have love to do. So defining career paths for them based on this can actually get us putting square pegs in round holes

Start with where they want to go And support them by giving options and pathways on how to get there. Give them different awarenesses Sign them up for different perspectives Then inspire them a pathway that they can be accountable to embark on their own

Giving opportunities to express how they would like to progress will give you and them lot of clarity. This can further be converted into a short assignment that can enable them and you test the waters. If they are not prepared, it will become a developmental journey as well.

Entendo que promover sess?es interativas para explorar diversas op??es de carreira dentro da empresa é fundamental. Ao organizar apresenta??es de trajetórias profissionais bem-sucedidas, envolvendo mentores e facilitando discuss?es, buscamos estimular a reflex?o sobre metas pessoais e profissionais. Essa abordagem visa inspirar e informar os colaboradores sobre as diversas oportunidades disponíveis, proporcionando uma vis?o ampla das possibilidades de desenvolvimento dentro da empresa. Acredito que essa estratégia contribui para o engajamento e o planejamento de carreira dos membros da equipe.

In my experience using assessment tools and screenings like the Ecometric assessment tool I am qualified to use, gives a lot of extremely valuable information to work with. What I have seen is that aligning a career choice with a person’s core values undoubtedly sets you up for success. There will always be challenges, that is the very nature of life, relationships and work. Knowing your core values makes it so much easier to understand the discomfort you experience when challenges show up. Developing the skills to notice it and acquiring the tools to navigate the things that do not align with your core values, can make the difference between loving or hating your life and job.

in my experience, a large portion of the career plan should fall under "empowerment" category. Helping your team member not only have a goal, but a concrete step by step action how they can learn or get exposed to situations will help them prepare better and maintain motivation in the process

Consider a key question, "what does success look like" at the organization. Ensure there are open conversations about success and all of the different pathways to achieving career growth. There is never a one-size-fits-all model. There are many tools and methods to support your team members, including individual development/learning plans with goals and stretch targets. Consider additional support systems for team members too - like mentors, sponsors, and/or career coaches. They can provide invaluable feedback and ongoing support throughout a career lifecycle.

Com base nas avalia??es e nas discuss?es realizadas durante o workshop, meu objetivo é trabalhar no desenvolvimento de planos de carreira personalizados para cada membro da equipe. Esses planos s?o elaborados considerando metas específicas, etapas de desenvolvimento, a aplica??o contínua de feedbacks e o oferecimento de recursos de apoio. Acredito que a cria??o de planos realistas e alcan?áveis, alinhados com os objetivos individuais e as demandas do mercado, é essencial para o sucesso do desenvolvimento de carreira. Este processo visa n?o apenas atender às necessidades dos colaboradores, mas também garantir que eles se sintam capacitados e motivados a seguir seus planos de carreira de forma eficaz.

Career Planning is a great way to start and also we need to be mindful about the boundaries or perimeter as to how much we should intervene. Adults learn best through experiences and sometimes it means we need to allow them to experiment with approaches that may or may not work, instead of telling them it does or does not. If we truly believe and trust in the process, we ought to allow our team members to explore for themselves and that there isn't one size fits all approach to career growth.

It is much easier to talk about career development in a big size organization. But we have to be careful when we talk about career paths with our team to avoid false expectations especially in a small size organization as we may see not much opportunities to find the career ladder, instead of career map. Exposed to team members, only the most possible career that may be reached and we shall be clear what needs to be developed to have those careers that sometimes beyond our expertise, such as management and leadership skills. Have an exclusive conversation with a truly potential candidate only to discuss about career development that might include career advancement outside the current roles.

Help them name both a passion they have and a problem they can solve that someone else has. If they can connect the two, especially if they have the talent and drive to demonstrate the impact of that passion-problem (solving) connection, then they’ll now have some direction for a career. Maybe they’ll find it on LinkedIn, maybe Indeed, or maybe they can create their own lane as an entrepreneur, consultant or start working in some space where they don’t even know they need what they have.

Gather feedback from team members about their career aspirations and their perceptions of the organization's career development opportunities. This can be done through focus groups, surveys, or informal conversations

Continuous iteration is key.Career goals and paths can change and it’s important to go back to the drawing board from time to time to figure out if the goals/path are still relevant. If not, what kinds of adjustments need to made and how will they be made?

1. Skills Assessment: Conduct a comprehensive skills analysis to identify individual strengths and areas for development. 2. Interest Exploration: Explore team members' interests and passions to align career paths with personal motivation. 3. Goal Setting: Collaboratively set clear career goals, ensuring they align with both individual aspirations and organizational needs. 4. Feedback Sessions: Regularly gather feedback on performance to identify growth opportunities and tailor career pathways accordingly.

Helping my team plan their careers in a workshop is about understanding, mentoring and being strategic by creating a friendly space to talk about goals and challenges. Share our own stories to make it real. Use what we have learned to give practical advice. Figure out strengths and areas to improve with skill tests. Stress the importance of always learning and adapting. Let team members learn from each other. Guide each person based on their goals while keeping in mind what's good for the whole team. The workshop should be a place where everyone learns and grows together creating a culture of success and satisfaction.