One of the primary roles of managers is to help their employees build and develop a personalized career path that they're passionate about. Great companies put significant effort into determining common career paths and the skills necessary to attain positional growth. A key focus is placed on helping employees discover their own unique talents, interests and goals that can be built upon throughout their career and showing how they can achieve promotions or more senior positions at the organization. Managers are encouraged to nurture a culture of continual learning which will equip employees with the right tools to succeed within the company or industry.
However, managers often overlook certain elements that can play a significant role in shaping an employee's career path. For many employees, their ambitions veer far from the standard management (or even company) track. Many employees feel that their managers do not give enough importance to their interests, motivation, and goals when making career path decisions. For instance, an employee with entrepreneurial ambitions may care very little about 'making partner' but may care a lot about getting to work on green field projects and garnering managerial experience. An individualized career path should account for these differences.
In this blog post, we’ll discuss some elements that are often ignored when determining a person's career path. We'll also suggest an addition to traditional career pathing that ensures some focus on these elements.
While a company career framework provides a general structure for career progression, it may not capture certain elements that are specific to an individual's aspirations and circumstances. When shaping a personalized, individualized career path, it's essential to consider the following aspects of the person:
Understanding an individual's interests and passions is crucial for aligning their career path with their intrinsic motivations. Take into account their hobbies, subjects they enjoy learning about, and areas where they demonstrate enthusiasm. By incorporating their passions into their career path, you can help them find greater fulfillment and engagement in their work.
Every individual has their own set of values and a personal mission that guides their choices and actions. Consider their core values and how they align with the organization's mission and values. By ensuring alignment, you can help create a career path that resonates with their personal sense of purpose and enables them to contribute meaningfully.
Take into account an individual's personality traits and work preferences. Some individuals may thrive in collaborative team environments, while others may prefer working independently. Consider their preferred work style, communication preferences, and preferred level of autonomy. This knowledge can help shape their career path in a way that capitalizes on their key strengths and aligns with their preferred work environment.
Recognize that personal circumstances and work-life balance requirements differ among individuals. Consider factors such as their family situation, personal commitments, and desired work-life balance when shaping their career path. Flexibility and understanding in accommodating their needs can contribute to their overall job satisfaction and long-term success.
Engage in open and transparent conversations about an individual's long-term aspirations and goals. Understand their vision for their career trajectory, the impact they want to make, and any specific goals they aim to achieve. By aligning their career path at the company with their long-term aspirations, you can help foster their professional growth and development.
Remember, the key is to create a collaborative dialogue with individuals, understanding their unique characteristics, aspirations, and circumstances. Regular check-ins, performance discussions, and career development conversations provide opportunities to tailor their career path to their individual needs and aspirations.
Luckily, there is a fairly easy way to break from the day-to-day grind and find out a lot of information all at once. In addition to traditional career pathing frameworks, consider an open-ended career conversation.
Before attempting to define and shape a career path with an employee, try starting with an open-ended career conversation. Ideally, you can do this as part of an onboarding process for a new employee, something far removed from any career or performance conversations. In less than an hour and with only two thought provoking prompts, you're likely to learn more about the employee's personality and preferences than you ever knew before.
Here are the prompts. Remember, they are intentionally open-ended.
The reaction will likely be quizzical and full of clarifying questions, but try not to help them sort it out. They can't just tell you everything, because it's too much to say; they have no option tell you want you want to hear, because you won't tell them; They'll have to determine the things that are important enough to mention. In that process, they'll filter up the things that were most impactful and important to them. When done properly, you'll get a wealth of information that goes far beyond their skills, competencies, and career progression. Try to talk very little and listen with intent.
Again, the question is fairly vague. Let them live in that ambiguity. Let them determine what the peak of their career really means. Don't assume they have a job, but try and understand what they picture themselves doing. If you can't picture what they're doing, continue to ask clarifying questions until you do. This will give you a distant goal post as an aiming point.
After this type of career conversation, you'll feel much more prepared to help determine an employees more immediate career path. You'll know where they came from and what helped make them who they are today. You'll also understand where they want to go and how the organization can help them get there. This additional context will be littered with the often missed elements we mentioned above, like their interests, values, work preferences, personal circumstances, and long-term aspirations. If you do it right, the employee will felt heard... likely more so than ever before.
Many essential components are often ignored when determining a person's career path. As managers, it's essential to consider these elements to ensure that we provide a comprehensive and effective career pathing framework for our employees. Career pathing must focus on employees' personal values, interests, motivation, interpersonal skills, and learning opportunities to create a fulfilling career path. An organization that prioritizes career pathing and invests in its employees by providing resources that support their growth can create a highly motivated and engaged workforce. By adopting a comprehensive approach to career pathing, we can help employees build and develop careers that align with their interests, goals, and values.
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