Step 5: Codesign an Action Plan
Codesigning action steps will increase commitment to a career plan. Consider all of the steps the employee would have to take to realize the best career goals, and then develop contingency plans for each. Then, if one is blocked, you already will have laid out other paths together.
Help your employees identify the obstacles to each path. Then brainstorm ways around the obstacles. During the process, help them to remember and maximize the assets they already have.
Leaders will have to learn what the successful conductors of the symphony orchestra have long known: The key to greatness is to look for people’s potential and spend time developing it.
To Do
Try asking any or all of these questions. The answers form the action plan.
What skills would you need to gain to help you achieve your goals?
What abilities do you already have that would help you toward any of your goals?
Who is in your network already who might open a door for you?
What training could I make available to fill the gaps you see?
What kinds of on-the-job development could help you move closer to several of your options?
Remember, your job is to help your employees identify the skills, development opportunities, and knowledge areas required for each alternative. Your job is not to build their plans but to support them.
Bottom Line
Employees have one thing in common: they want to know that someone cares about their careers. And that someone should be you if you want engaged, productive people on your team. Help them find opportunities to sculpt their careers according to their own unique wants and needs. When you do this, you’ll find your best employees will want to stay a while and build their careers in your organization.
