Creating clear and flexible career goals between you and your staff is an important step to do together. The employee will own the career goals but the supervisor needs to create time and space to realize the goals. Managers can support each unique plan with regular check-ins and encouragement.
The difference between a Performance Goal and a Career Goal
1. Tied to specific tasks or projects at work
2. More immediate future orientated (e.g. 6 months–2 years)
3. Can adjust, change, and evolve based on work
4. Narrow in focus (e.g. complete project)
1. Not explicitly connected to work tasks
2. Longer term future dreams or ideas to expand their career
3. Will adjust, change, and evolve based on employee needs
4. Broader focus (e.g. complete degree program)
Overview: Managers Supporting Employee Career Development
A critical role of a manager is to support employee growth and development within the work setting. This course will provide an overview of your role in this process. The objectives of the course include: explaining the stages of employee career development; self-explore/assess, goal-setting, strategy/plan, discover/engage, and brand/articulate also to initiate career conversations with employees.
Fully Prepared to Lead: Coaching and Developing Others
Developing the capacity and engagement of individuals and groups through coaching.