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.