Equip Managers to Engage in Career Development Discussions With Employees
Help managers develop employees through coaching.
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Contributors
- Antonella Agati, Human Resources Manager, MCAP
- Luis Alberola, Talent Strategy & Innovation, Owner, LA Consulting
- Krista Allan, Director, Global Talent Management, Sensata Technologies
- Petter Andersson, People & Change Leader, Talent & Org Developer, Digital Strategist, HR Adviser, Consultant (Independent)
- Anonymous, Director Talent Management, Various Industries
- Anonymous, former Senior Training Manager, Large Telecommunications Company
- Anonymous, Manager, Talent Management, Large Canadian Retailer
- Anonymous, Senior Manager of Talent & Development, Large Professional Services Firm
- Anonymous, Senior Director, HR & Executive Coach, Various Industries
- Fiona Betivoiu, Director, Talent Management, Purdue Pharma (Canada)
- Gerard Camacho, Director of Career Development, Parkland Health & Hospital System
- Orlando Castillo, HR Manager of Organizational Effectiveness, Capital Farm Credit
- Dr. Tim Clark, Founder and Lead Teacher/Trainer, Business Model You, LLC
- Allana Farley, Manager of Career Navigation Services, Colorado State University Global Campus
- Julie Winkle Giulioni, Consultant, Speaker, and Co-Author of Help Them Grow or Watch Them Go, Principal and Instructional Designer, DesignAround
- Jane Graydon, Interim VP of HR and Executive Coach, St. Joseph’s Health Centre
- Tom Gross, US Sales and Partner Manager, Fuel50
- Bruce Hazen, President, Three Questions Consulting
- Dr. Beverly Kaye, International Best Selling Author and Founder, Career Systems International
- Shirley MacBeath, Senior HR Business Partner, Softchoice
- Sue Matis, Senior Executive Human Resources, North Central Health Care
- Sarah Noll-Wilson, Chief Edge Officer, Sarah Noll-Wilson Inc.
- Michelle Ockers, Independent Learning & Development Consultant
- Joanne Oliver, Talent & Organizational Development Specialist, City of Guelph
- Elena Palumbo-Sergnese, Director, Talent Management HOOPP
- Colleen Philabaum, Director of Learning & Development, Worthington Industries
- Kerry Pletch, Talent & Organizational Development Manager, City of Guelph
- Keith Rosen, Chief Evolution Officer & Founder, Coachquest
- Alan M. Saks, Professor of Organizational Behavior & HR Management, Centre for Industrial Relations & Human Resources, University of Toronto
- Trevor Timbeck, Chief Talent Officer, Info-Tech Research Group
- Sandie Walford, Instructional Design Specialist, HRG North America
- David Wexler, Human Capital Strategist & Executive Coach, David Wexler Consulting
- Dr. Karie Willyerd, Head of Global Customer Education & Learning, SAP and Co-Author of Stretch: How to Future-Proof Yourself for Tomorrow’s Workplace
- Sherri Wimes, Consultant, MVP Advisory Group, LLC
- Lisa Wolf, Director of People & Culture, ARAG Legal Insurance
- Richard Wong, Vice President, Marketing & Creator Relations, #paid
Your Challenge
- Despite organizational investment of time and effort in employee development, employees still report their development needs aren’t being met.
- Organizations often have a lot of development opportunities, but need manager help to connect the right opportunities to the right employees.
- Employees commonly cite career-related reasons when asked why they left their last employer. In fact, two of the top five reasons for departure are directly related to careers (McLean & Company Exit Survey, 2017; N=5,940). This represents a huge cost for organizations in terms of recruitment, training, productivity loss, and lost opportunity.
Our Advice
Critical Insight
- Coaching is an effective way for people managers to influence employees and has a tangible impact on organizational results.
- Career path programs are not outdated, but they need to be approached differently – it’s less about creating a prescribed framework and more about creating visible opportunities.
- Development needs to be employee-owned and manager-supported, as well as organization-informed so it meets the needs of the organization.
Impact and Result
- Connect the right development opportunity to the right employee through an effective development planning process.
- Equip managers to empower employees to drive their own careers and provide them the tools to do so. Through manager-led development coaching, employees acquire a wide range of skills and explore their interests.
- Organizational benefits of development coaching include increased employee engagement, bench strength, and retention.
1. Equip managers to engage in career development discussions with employees
Help managers develop employees through coaching.
Guided Implementations
This guided implementation is a one call advisory process.
