Career Development Discussion Guide
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Ask your boss to share what they think your greatest skills are and in what areas you could develop. Discuss their long-term goals for the company, the team, and you. Question what future they see for you at the company and if there's room for growth.
Take Ownership. No one is more invested in your future than you. Clarify Your Accomplishments. Document where you performed well and how that can position you to be successful in your next role. Describe Your Vision. Where do you see yourself in one, three, or five years? Conduct the Meeting. Next Steps.
Take Ownership. No one is more invested in your future than you. Clarify Your Accomplishments. Document where you performed well and how that can position you to be successful in your next role. Describe Your Vision. Where do you see yourself in one, three, or five years? Conduct the Meeting. Next Steps.
Memory is Fallible: Take Notes. Even if your manager favors frequent, informal one-on-one meetings, you'll only have the opportunity to discuss career development a few times a year. Set the Agenda. Anticipate Questions. Understand the Three C's. Define Your Own Success.
Don't box the conversation into just promotions. Development doesn't necessarily mean a role change. Don't be abstract or use broad questions. Set developmental goals. Know your role. Discuss how short-term goals affect employees in the long term.
Prepare for the conversation. The first step is to do research. Understand your unique value. Set the tone for the conversation. Ask the tough questionseven if you feel awkward. Remember that this conversation is just the start.
Share your goals. Tell your manager what you're working on and inspiring to work on to give them a deeper sense of your productivity and where you want to go. Describe your achievements so far. Ask for input and advice. Identify and commit to next steps. What do you think?
Writing a career development plan. Identify and define a primary career interest. Identify long-term professional goals. Identify the short-term goals. Identify positive tasks in the current role. Identify the negative tasks in the current role. Identify additional skills and experience. Identify progress checkpoints.
Use development conversations to identify professional development opportunities, investigate barriers to an employee's ability to meet job performance goals and expectations, and identify performance improvement opportunities.