Organizational Career Development Proposal

Need for Career Development Programs The need that employees have is “to be attracted to organizations that have well- developed mentoring programs, career development initiatives, and job enrichment opportunities” (ASTD, 2005).

Top 20 Retention Drivers

Characteristics of a Successful Career Development System Alignment With Mission and Vision: Able to act on a development program that brings about the vision and mission of the company

Characteristics of a Successful Career Development System Core Competencies: Brings skills and knowledge that are important for individuals to develop to be successful Helps the individual to link their job to the mission and vision of the company.

Characteristics of a Successful Career Development System Self Assessment: Brings self-understanding of abilities, interests, values, and goals Vital foundation of the career development process Use of assessment tools such as Now, Discover Your Strengths by Buckingham & Clifton and Career Anchors by Edgar H. Schein can be used for self- assessment (Assessment tools will be discussed more in a separate section)

Characteristics of a Successful Career Development System A Variety of Learning Options: Develops skills to sell and train Personal support to improve sales Regional managers support and give guidance Develops a mentoring culture using existing sales personnel

Characteristics of a Successful Career Development System Career Options and Available Talent: Potential individuals identified can assist, train, and handle local issues for the regional manager.

Characteristics of a Successful Career Development System On-Going Communication: Keeps communication open Connected through conference calls Regional manger kept updated on career and product development

Assessment Tools from Now, Discover Your Strengths Looks at 34 strengths in an individual and records the top 5 Builds a strengths-based culture in the corporation

Four Aspects of a Strengths-Based Corporation Spend a great deal of time and money selecting people. Helps mitigate the “I don’t think I have the right talent for the role” problem. Focus performance by legislating outcomes rather than focusing each person into a stylistic mold. Addresses the “in my role I don’t have any room to express my talents” problem. Focus training, time, and money on educating about strengths and figuring out ways to build on strengths. Solves the “I don’t have the skills and knowledge I need” problem, the “I don’t know what I’m best at” problem, and the “my manager doesn’t know what I’m best at” problem. Devise ways to help each person grow his career without necessarily promoting him up the corporate ladder and out of his areas of strength (Buckingham & Clifton, 2001, pg ).

Assessment Tools - Eight Career Anchors (See “Eight Career Anchors” Handout) Technical/Functional Competence General Managerial Competence Autonomy/Independence Security/Stability Entrepreneurial Creativity Service/Dedication to a Cause Pure Challenge Lifestyle

Benefits for Mentoring and Coaching Overcomes performance problems Helps others that have performance issues and guides them through those issues Develops employee skills Delegates routine activity to others, allowing for more mentoring time Increases productivity

Benefits for Mentoring and Coaching Imparts greater know-how and effectiveness Helps people to work smarter Creates promotable subordinates Improves retention Reduces turnover by building trust and loyalty Fosters a positive work culture