Here's how you can articulate your career goals and aspirations to your boss.

I agree completely. Coupled to a liked minded business/people with aligned ambition has a very good start to a high performance environment Still needs to be centred around a high degree of trust

In my experience the most effective method is to use IKIGAI. Prepare and state your: Passion - what you love doing Mission - your reason for doing it Vocation - your calling in life Profession - the skills you bring to work “This above all: to thine own self be true, And it must follow, as the night the day, Thou canst not then be false to any man” Hamlet Act 1 Scene 3 Being certain of your ikigai is to be certain of where you are in your career and where you are going to- that certainty will also mean you have clarity when discussing your ambitions and ‘thou canst not then be false’

Preparation is key, take time to reflect on your aspirations. Be ready to discuss approaches and negotiate priorities. Approach the conversation positively, be willing to learn, and commit to aligning your goals with the company's objectives. 1. Request a meeting to discuss your career development. Express gratitude for opportunities and desire to grow within the company. 2. Share your long-term goals, specifying positions or areas of expertise you'd like to pursue. 3. Highlight your strengths, skills, and achievements that demonstrate your potential, with examples. 4. Identify specific opportunities that align with your goals. 5. Ask for advice on working towards your aspirations within the company. Show that you value their input.

Career conversations can be daunting for both individuals and managers. I have discovered that having a pre-conversation helps pave the way for a more effective discussion. I have experienced remarkable results using the SOAR method. SOAR, which stands for Strengths, Opportunities, Aspirations, and Results, is a tool that helps evaluate an individual's strengths, opportunities for growth and development, aspirations for the future, and the results they have achieved. For those interested in learning more about this approach, LinkedIn offers an excellent article titled "5 Steps with the SOAR Method".

The discussion should include your values and beliefs…sharing who you are and the significance to you of respect and trust, as well as the quality of empathy.

This really resonates with me - a lot of the time we end up on a career track that we didn’t really want/expect/enjoy. Taking the chance to step back and reflect on who you are, what you want and how you can achieve that is a great start to a more honest conversation

Prepare, prepare and prepare some more. The better prepared you are the more confident you will feel in articulating your career needs to the boss. Write down what the goals are, how can you see yourself grow in the team and where do you see yourself in the next 2 years.

Es importante conocer el organigrama de la organización para que dibujes un plan de carrera que te haga sentir satisfecho laboralmente, a mediano plazo. Una vez reconozcas dónde estás y hacia dónde quieres llegar, analiza qué herramienta necesitas en ese camino profesional, y trázate un plan de adquisición de habilidades. No falles contigo y cúmplelas.

El primer paso, antes de hablar con tu jefatura, implica una preparación. Reflexiona sobre tus metas a corto, mediano y largo plazo. Investiga como tus metas se alinean con la estrategia de la organización y como podrías ser un aporte para cumplirlas. Te sugiero ir con un plan de acción/desarrollo concreto, que sea la base para comenzar la conversación

Additionally, Presenting your goals displays foresight and initiative. It signals to your boss that you are proactive about your career and mindful of how it intersects with the company’s objectives. This approach not only makes your ambitions clear but also frames them in a context that underscores your value to the team. Such qualities are highly likely to impress your boss, making them more receptive to your career development plans. By demonstrating that you have a well-thought-out plan for your future that also benefits the organization, you increase the likelihood of gaining their support and guidance as you move forward.

Surprising your boss with a career development conversation almost never ends well. Give a decent amount of heads-up so both parties can come prepared (example: in our next 1:1 meeting, I'd like to discuss X and Y about my growth plan). This way, your manager isn't put on the spot and can bring the right mindset to the discussion.

Escolher o momento certo para falar sobre suas aspira??es de carreira com seus superiores é essencial. Idealmente, você deve procurar uma oportunidade após ter alcan?ado algum sucesso notável ou ao finalizar um grande projeto, pois isso destaca seu valor para a empresa. Outro momento oportuno é durante as avalia??es de desempenho, já que o foco está em seu desenvolvimento profissional. Fique também de olho em mudan?as na empresa que possam abrir portas para novas oportunidades alinhadas com seus objetivos. Antes de iniciar a conversa, certifique-se de que está bem preparado, com uma compreens?o clara de suas metas e como elas se alinham aos objetivos da empresa, mostrando como você pode contribuir ainda mais para o sucesso coletivo.

Check about the talent review process with your HR department to ask how it works, understanding if there are skills frameworks you can study, if career path formalized, all from the organizational perspective that could help you addressing the key messages in the 1:1 with your manager

La comunicación asertiva y lograr expresarte de forma clara y precisa, es un aspecto clave para lograr un entendimiento con tu jefatura. Te sugiero usar ejemplos específicos de tus logros, mediante la técnica STAR: situación/contexto, cuál fue la tarea a desarrollar, que acciones se ejecutaron y cuál fue el resultado. Esto denotará preparación para asumir un siguiente paso. Es fundamental que en esta conversación des a conocer como tus objetivos profesionales podrán ser un aporte para la organización

One of the challenges I found in discussions with mentees and aspiring leaders is that they are not telling people what they want. This is primarily their manager but in my mind anybody else who listens to make sure goals and aspirations are clear and there is no guesswork needed.

Articulate how you can be of better use for your enterprise and why and how you are under-utilized now. Explain why you are ready to do more and what precise benefits this will bring for your firm. Show evidence that you are the person that will be able to create those benefits and how those benefits will be far bigger than the costs of investing in you and your projects.

Desde mi experiencia, puedo recomendar que nada es más gratificante que hablar transparentemente. No hablo de decir lo primero que te viene a la mente, sino más bien, de cómo transmites lo que quieres basado en el objetivo de tu reunión. ?Conoces cuáles son tus logros? ?Te has preparado para expresar de manera segura tus aciertos? ?Reconoces tus oportunidades de mejora? No olvides que hablar por hablar no te hará lucir como un gran orador. Si quieres mejorar la percepción sobre ti, habla de manera honesta sobre tu evolución en el tiempo y lo comprometido que estás con tu propio desarrollo.

If you are an HR specialist aiming to become an HR manager, you might say, "I am passionate about employee engagement and have successfully led several initiatives that improved our workplace culture. My goal is to advance to an HR manager role within the next two years. To achieve this, I plan to deepen my expertise in strategic HR management by obtaining a SHRM certification and leading more cross-functional projects." By clearly expressing your goals and the steps to achieve them, you make it easier for your boss to understand and support your career development.

Most of us don’t understand the critical importance of active listening. Our heads are so full of thoughts that focusing on one thing may be a challenge. Therefore, an effort must be made to be in the moment, listening attentively to what it is said to you as well as what your boss is communicating through their body language. Remember, receiving and following up on feedback is the only way we can grow; both in your professional and personal life. Some tips that may help you achieve active listening: - Forget about your mobile devices; put them away in emergency mode, so that only emergent calls may come through - Breath or meditate before your meeting so to achieve a clear and focused mindset - train yourself so you will make it a habit

En lo personal es de lo mas difícil cuando creemos ser due?os de las tesis idóneas. respira concentrate en digerir lo que oyes e intenta retener. Si vez necesario aclarar alguna duda no te levantes sin estar claro,

Articulating your career goals and aspirations to your boss through active listening involves engaging in a two-way conversation and showing that you value their input. Listen attentively to your boss's feedback, ask clarifying questions, and acknowledge their advice. By actively listening and incorporating your boss's insights into your career plan, you demonstrate your commitment to growth and willingness to learn, which can foster stronger support for your career aspirations.

Focus on putting aside any bias or prejudice... listen with the intent to get all the possible elements for growth, ask for advice after having shared your ambitions

Many companies include Individual Development Plans (IDPs) in their annual performance and goal-setting processes. Despite some viewing them as a waste of time, I've spent over 25 years helping employees develop these plans seriously. Success in career growth comes from thoughtful planning and intentional actions. When discussing with your manager, seek their support and engagement. Update them in scheduled meetings on achievements, encountered obstacles, and next steps. Take ownership of your career; even well-intentioned managers need preparation to assist effectively. Share challenges openly; successful leaders have faced similar experiences.

Love this topic. We just started rolling out Career Conversations for our whole team this month. We're following the 3-conversation model introduced in "Radical Candor" (Kim Scott), and elaborated on in "When They Win, You Win" (Russ Laraway). All of the points mentioned in other comments are good. But these resources lay out a great structure to help managers jump start co-creating career action plans aligned with the individual's aspirations and values. BONUS: The conversations are a blast! And you'll learn new things about your team members, even if you've worked together for years!

Be open minded, innovative and creative. The right moves for development aren't always linear. What skills and experience are you looking to develop? What are the realistic possibilities? How does this align with Company goals? Could this be achieved through joining projects, secondments or similar? Expand your network to include allies who can support too and from whom you can learn, if outside of the scope of your current team.

As with any strategic plan there are multiple levels of situational, goal oriented and tactical objectives that should be considered. Individual, team and (career) stakeholder alignment will also need to be analysed and considered as part of the overall plan. Further, the impact of macro and micro environments may not be fully understood until well into your career or with hindsight bias. Also, elements that are often underestimated or understated can include cultural, social or economic influences, again which could be macro or micro environmentally influenced. With numerous variables, stakeholders and so many ‘work-life’ macro and micro influences, regular reevaluation is critical as (un)planned changes are inevitable.

Ten presente que el conversar con tu jefe esas aspiraciones y visiones personales pueden ser la ′piedra angular para un desarrollo efectivo e incluso para fortalecer la relación con él. Visualiza con mucha intuición si tu jefe tiene esa intension de alinear visiones organizacionales con las de los integrantes del grupo y de este ejercicio modera a tu discreción tu discurso. Enmarca en tu relación variables que dejen ver la coherencia de tus acciones con el propósito organizacional.

Crecimiento personal: A veces, culpamos a otros de no haber conseguido lo que queríamos en nuestras organizaciones, cuando somos nosotros los que no nos hacemos cargo de nuestro propio crecimiento. Esforzarnos, caernos, levantarnos, hablar, callar y gritar cuando es necesario, nos da la confianza para enrrumbar la búsqueda incansable por lograr nuestros objetivos. Puede que en el camino nos demos cuenta que debemos renunciar a algo, y también válido. No todo es para todos. Por tanto, para seguir avanzando debemos estar preparados para caernos y levantarnos enriquecidos por nuevos aprendizajes, siendo más humanos, lo que nos hará sentir más fuertes y valiosos.