Workshops

Career Planning and Development

Two paradigms have been shattered forever - the job-for-life paradigm and the loyalty-to-employer paradigm. The job marketplace of today is filled with insecurity and uncertainty - both on the part of the employer and the employee.

The renewed focus on career management stems from an understanding that:

  • Any business strategy has underlying talent challenges (having the right people, with the right capabilities in the right jobs at the right time to deliver strategic objectives)
  • Competency-development is a prerequisite for comparative advantage in a rapidly changing business landscape
  • The nature of work has changed as has the nature of the workforce
  • The individual's ability to secure | retain employment or earn revenue (outside of corporate structures) is dependent on having saleable skills, knowledge and expertise - competence for which there is a demand in a knowledge economy.

Our interactive workshops, which cater to the needs of different talent segments, will:

  • Clarify commonly used terminology (e.g. career ladder, career lattice)
  • Describe the new reality (which is all about employability)
  • Explore a career management model
  • Propose a framework for the design of a Career Development Plan (CDP)
  • Introduce guidelines for conducting conversations about performance and development
  • Discuss acceleration strategies for developing self and others (including effective methods of learning)
  • Unpack strategies to transfer knowledge
  • Highlight the importance of career planning and on-going development.

Following workshop-attendance, attendees should be able to:

  • As a leader, Approach conversations with employees about performance and development with confidence
  • Design an CDP (for self and assist others)
  • Take charge of their own careers
  • Assist others in career management (e.g. own team)

Conversations about Performance and Development

These conversations are much like performance discussions, but with a wider focus. It focuses on the future, rather than the past, but it does link current performance to aspirations, as well as competency strengths and gaps for current and next level roles.

The aim of these conversations is to clarify goals, personal strengths and development needs and to agree on an action plan that will stimulate career growth in line with the individual's needs and personal circumstances, as well as the requirements and challenges of possible next-level roles.

Targeted at leaders at all levels, these 'how-to-conduct-this-conversation' workshops employ experiential learning to develop this particular competency.

These workshops usually form part of a strategy to foster a culture of learning and self-management.



TALENT MANAGEMENT SERVICES