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How can you create career pathways that are responsive to different age groups?

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Creating career pathways that are responsive to different age groups is a challenge for many non-profit organizations. Career pathways are the sequences of education, training, and work experiences that lead to a desired career goal. They can help non-profit staff develop their skills, advance their careers, and increase their impact. However, different age groups may have different needs, preferences, and expectations when it comes to career pathways. How can you design and implement career pathways that cater to the diversity of your workforce? Here are some tips to consider.

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Joyce Stéphanie Mani épouse Nguetseng Zetebeg

Founder at Victoria et Associés
Bruno Cunha

Headhunter & Especialista em Carreira: Desenvolvimento & Recoloca??o | Criador do Método Diagnóstico de Carreira com…

1 Understand your staff

Gaining an understanding of the characteristics, motivations, and aspirations of your staff across different age groups is the first step. Surveys, interviews, focus groups, or other methods can be used to gather feedback and data. It's important to explore the current level of satisfaction, engagement, and retention of your staff. Additionally, you should look into the career goals and interests of your staff, both short-term and long-term. Furthermore, you should consider the skills gaps and learning needs of your staff as well as the preferred modes and formats of learning and development. Lastly, you should identify any barriers and challenges that prevent your staff from pursuing their career goals.

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Bruno Cunha

Headhunter & Especialista em Carreira: Desenvolvimento & Recoloca??o | Criador do Método Diagnóstico de Carreira com +3mil carreiras aceleradas
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Obter uma compreens?o aprofundada das características, motiva??es e aspira??es de uma equipe diversificada em termos de faixas etárias é crucial para o sucesso de qualquer organiza??o. Iniciar com métodos como pesquisas, entrevistas e grupos focais ajuda a coletar feedback valioso e dados relevantes. Essencialmente, é importante mergulhar no nível atual de satisfa??o, engajamento e reten??o dos membros da equipe. Uma análise minuciosa dos objetivos de carreira, tanto a curto quanto a longo prazo, é fundamental. Deve-se também considerar as lacunas de habilidades existentes e as necessidades de aprendizado da equipe, assim como seus modos e formatos preferidos para desenvolvimento profissional.

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Marcondes Rodrigues

Professor, Palestrante, Empreendedor Digital e Marketing Político
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Ao criar planos de carreira, adapte estratégias específicas para diferentes faixas etárias. Ofere?a programas de mentoria para os jovens, oportunidades de lideran?a para os de meia-idade e op??es flexíveis de trabalho para os prestes a se aposentar. Isso garantirá que cada grupo encontre suporte e desenvolvimento adequados às suas necessidades específicas.

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2 Align your pathways with your mission

The second step is to align your career pathways with your organization's mission, vision, and values. You want to make sure that your career pathways are in line with your strategic objectives and reflect your organizational culture. Consider how your career pathways can support core competencies and desired outcomes, foster a sense of purpose among staff, promote diversity, equity, and inclusion, and balance the needs of staff and beneficiaries. Asking these questions can help you ensure that your career pathways are in line with organizational goals.

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Marcondes Rodrigues

Professor, Palestrante, Empreendedor Digital e Marketing Político
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No cotidiano, é importante reconhecer e aceitar as diferen?as nas preferências e ritmos das pessoas, assim como acontece na forma como as pessoas gostam de comer. Enquanto algumas preferem avan?ar rapidamente em suas carreiras, outras optam por um progresso mais gradual. Esteja atento a esses ritmos individuais para garantir que cada pessoa possa seguir seu próprio caminho e ritmo de desenvolvimento profissional.

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3 Customize your pathways for different age groups

Customizing your career pathways for different age groups is the third step. You should provide flexible and personalized options that meet the varied needs, preferences, and expectations of your staff. Strategies to employ may include offering multiple entry and exit points, providing a variety of learning and development opportunities like mentoring or online courses, incorporating experiential and hands-on learning, recognizing and rewarding prior learning and experience, and supporting career mobility and transitions.

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Joyce Stéphanie Mani épouse Nguetseng Zetebeg

Founder at Victoria et Associés
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Si le top Management d'une entreprise se pose déjà la question de savoir : "quel cheminement de carrière pour quels groupes d'age?" , c'est que 70% du travail est réalisé! Sans l'adhésion du top Management, un tel projet sensible et complexe est voué à l'échec. Chaque employé qui sera dans cette entreprise saura qu'à partir du jour de son intégration, il pourrait quitter d'un point A à un point Z, dépendamment de ses réalisations, caractéristiques personnelles, aspirations et des objectifs de l'organisation. Dans un tel cadre, chaque partie prenante (organisation, employés...) est gagnant!

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4 Communicate your pathways clearly and effectively

Communicating your career pathways clearly and effectively to your staff across different age groups is the fourth step. You want to make sure that they understand the benefits, requirements, and opportunities of your career pathways. To do this, use clear and consistent language and terminology to describe them. Additionally, consider using multiple channels and formats such as newsletters, intranet, social media, or webinars. Highlighting success stories and testimonials from staff who have participated in or benefited from your career pathways can be very helpful. Furthermore, provide regular and constructive feedback and guidance to staff on their progress and performance, as well as solicit and respond to feedback and suggestions from them on how to improve your career pathways.

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Marcondes Rodrigues

Professor, Palestrante, Empreendedor Digital e Marketing Político
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No reino animal, espécies descobrem novas presas e métodos de ca?a. Da mesma forma, inova??es e tecnologias transformam o trabalho. Esteja aberto às mudan?as para manter sua carreira diversificada e alinhada com as demandas do ambiente profissional.

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5 Evaluate and improve your pathways continuously

The fifth step is to evaluate and improve your career pathways continuously. It's important to measure the impact and effectiveness of your career pathways and make adjustments as needed. Some indicators you may want to track include participation and completion rates, satisfaction and engagement levels, skill development, career advancement, retention and turnover rates, and alignment with your organization's mission, vision, and values. Designing and implementing career pathways that meet the needs of your staff is an ongoing process that requires continual evaluation and improvement. By doing so, you can ensure that the pathways are responsive to different age groups while supporting your organization's goals and culture.

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6 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 create career pathways that are responsive to different age groups?

1

2

3

4

5

6

1 Understand your staff

2 Align your pathways with your mission

3 Customize your pathways for different age groups

4 Communicate your pathways clearly and effectively

5 Evaluate and improve your pathways continuously

6 Here’s what else to consider

Nonprofit Management

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How can you create career pathways that are responsive to different age groups?

1

2

3

4

5

6

1 Understand your staff

2 Align your pathways with your mission

3 Customize your pathways for different age groups

4 Communicate your pathways clearly and effectively

5 Evaluate and improve your pathways continuously

6 Here’s what else to consider

Nonprofit Management

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