Remember when there used to be a career ladder to climb?  Flatter organizations, frequently changing organizational structures and newly emerging jobs have kicked the ladder out from many people.

Career Development is an exploration and discovery around ones talents and proactively pursuing experiences that move people toward their career goals.  Confusion about who is responsible for career development persists.   I see it as a partnership with shared responsibility between the employee, the manager and the company. 

Some typical career development road blocks include:

• It is not made a priority so it is not given the time needed.
• Organizations try to make a one size fits all when there are so many unique needs.
• Employees don’t take ownership or responsibility for it.
• Managers/Leaders don’t play an active role.
• Employees are unaware of the opportunities/programs that exist to support their career development.

Organizations should provide guidance, inspiration and resources for career development that are easily accessible and convenient.   Companies can encourage self-directed learning, provide multiple formats in which an employee can develop their skills as well as offer mentors, job rotations and peer communities of practice.

Managers need to take an active role and show interest for their employees’ progression.  They can help identify opportunities, coach and expose employees to what is possible inside the organization.  They should have frequent and ongoing career conversations that center around the needs of employee and the company.  A manager should be an advocate for the career growth of their employees.

Employees should focus on discovering their values, strengths, motivators and ways to be the most fully engaged in their life and work.  They should seek experiences to expand their knowledge and skills sets, be agile in their learning and connect with others that can provide career guidance and exposure to development opportunities. Employees that are willing to step outside their comfort zone will have a distinct advantage.

Organizations that stand out in career development, have leaders that are open minded and understand that sometimes the next step or career progression for an employee may be outside the organization.  They need to have a vision bigger than their company and recognize they are nurturing skilled workers for our society.  Trying to hold tight to a worker who does not have a place to grow into based on their skills and interests is bad business.  We need to help people flourish even if it means they eventually leave and move on.

Career development is about life-long learning.  Taking a proactive, holistic approach that addresses a person’s interests inside and outside the organization and provides a variety of experiences for on the job/action learning, interacting with others as well as training and development is a path to career growth.