Uncover and Market Internal Career Path Opportunities

Future-proof your workforce by enabling employees to drive their own careers.

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Allana Farley, Manager of Career Navigation Services, Colorado State University Global Campus
Antonella Agati, Human Resources Manager, MCAP
Dr. Beverly Kaye, International Best Selling Author and Founder, Career Systems International
Bruce Hazen, President, Three Questions Consulting
David Wexler, Human Capital Strategist & Executive Coach, David Wexler Consulting
Fiona Betivoiu, Director, Talent Management, Purdue Pharma (Canada)
Julie Winkle Giulioni, Principal and Instructional Designer, DesignAround
Joanne Oliver, Talent & Organizational Development Specialist, City of Guelph
Kerry Pletch, Talent & Organizational Development Manager, City of Guelph
Krista Allan, Director, Global Talent Management, Sensata Technologies
Richard Wong, Vice President, Marketing & Creator Relations, #paid
Sarah Noll-Wilson, Chief Edge Officer, Sarah Noll-Wilson Inc.
Shirley MacBeath, Director, Senior Manager Human Resources, Softchoice
Sue Matis. Senior Executive Human Resources, North Central Health Care
Dr. Tim Clark, Founder and Lead Teacher/Trainer, Business Model You, LLC
Tom Gross, US Sales and Partner Manager, Fuel50
Multiple sources, who wish to remain anonymous, were also interviewed.

Your Challenge

A VUCA (volatile, uncertain, complex, and ambiguous) environment makes it increasingly difficult for organizations to predict the skills required or positions available in the future.
The talent economy is increasingly fluid and flexible, and perceptions of a career are evolving as a result.

Career path programs are not outdated, but they need to be approached differently – it’s less about creating a framework and more about creating visible opportunities.
Amidst an increasingly fluid and flexible talent economy and a broadening definition of “career,” employees must drive their career development and the organization must provide support to get them there.

The need for employees to chart their career paths in the face of constantly changing skills has arrived. Build a program that empowers employees to drive their own careers and provides them with the tools to do so.
In a VUCA environment, career paths offer a double benefit. Employees acquire a wide range of skills and explore interests, and organizations see increased engagement, bench strength, and retention.

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