Career Development
Peter Gremett
July 16, 2008
delight

Objective
• Provide education on career development options
and tools in response to Annual Employee Survey
Feedback
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Myths
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Myths
• Managers own developing employees
• Upward promotion is the only way to grow a career
• Managers don’t have time to help employees
• Learn Teach Learn is my manager telling me his POV
• Projects are the work that has be done
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Current state
• Working without a plan or sticking to an old outdated plan
• Lack of knowledge of options / tools
• Potentially low interest due to reorganizations
• Lack of ownership of a plan
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Future state
• Understand what a plan is and why its important
• Each employee has a career plan who is interested in having
one
• Employee and manager in synch on career plan (partnership)
• Manager support (e.g. arranging training, mentorship and
time for other opportunities)
• Employees executing against their plan
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Theory
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Goal setting theory- Dr Edwin Locke
• Research on goal setting and motivation in the late 1960s
• Employees were motivated by clear goals and appropriate
feedback
• Working toward a goal provided a major source of motivation
to actually reach the goal – which, in turn, improved
performance
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Career development process
1. Determine your professional goals & aspirations - After you determine
your strengths and talents, match them against skills that are in demand
within the marketplace. What is the next best role for you?
3. Assess your current skills and capabilities - What are your strengths
and opportunities for improvement? What are the requirements for your
current and desired roles? How is your current performance?
5. Balance between current role and desired role - Are you outstanding in
your current role? Do you need to grow or improve in your current role?
What are the skills you'll need for your next role?
7. Select the right development options and activities - Research your
development and mobility options. Select the right mix of self-help resources
and learning opportunities for you. Create a personal network.
9. Document your next steps and commitments - Develop and document
your career plan and discuss your plan with your leader.
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Career opportunity model
Talent Needs of the Business
Individual Skills Career Aspirations
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Career development options
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Personal “True North” exercise
• Help you get started and determine your professional goals &
aspirations
Examples
• Deliver best we can be resulting the current period for
employees, customers, shareholders, while building the
foundation for a stronger future
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Still not enough?
• 3 reasons to invest in yourself & your career
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You're the Boss of You
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The Greatest Return on Investment, Anywhere
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Life is too short
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Additional resources
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Conclusion
Have Clarity
• Know yourself and what you want to achieve ... Seek advice
from others and build the right support relationships
Make a Commitment
• The glue that makes it work is dedicated time and effort.
Take on Challenges
• Recognize that you will have them! Be proactive ... Be
considerate ... Be determined
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"Why then the world's mine Oyster,
which I, with sword will open.“
[Shakespeare, "The Merry Wives of Windsor," II.ii.2]
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Flickr Chris Seufert