2.6.A Skill in sourcing, designing, building, and evaluating leadership development experiences.
2.6.B Knowledge of how to develop and implement qualification programs.
Why? Creating a culture of career development in an organization can be a competitive advantage.
TD professionals use career models and paths, which are designed by the organization to help employees develop and progress
- Vertical
- Horizontal
- Career Lattice
- Matrix
- Cyclical
Stackable Credential: part of a sequence of credentials that can be accumulated over time to build individuals’ qualifications and help them to move along a career pathway or up a career ladder to different and potentially higher-paying jobs.
Manager Responsibilities
- Initiate the process.
- Use company-provided frameworks for career planning.
- Explain the IDP process and its purpose.
- Provide an atmosphere of trust and open communication for employees to discuss their careers and progress.
- Guide the career and progress discussions.
- Ask questions and listen.
- Identify potential career opportunities for employees.
- Identify learning resources and activities.
- Provide constructive feedback.
Employee Responsibilities
- Provide responses to career-related questions.
- Self-reflect to identify career and development goals.
- Evaluate skills and interests openly.
- Draft an IDP with input from managers.
- Be open to feedback and taking on new challenges.
- Implement and own the plan.
- Assess progress and initiate follow-ups.
Leadership Theories >>
https://www.leadership-central.com/leadership-theories.html
Resources
- https://www.td.org/insights/creating-a-career-development-ecosystem
- https://www.td.org/magazines/td-magazine/engagement-and-culture-with-a-dash-of-leadership-development
- https://www.td.org/magazines/td-magazine/learning-talent-and-leadership-development-evolution-or-revolution
- https://www.td.org/insights/what-employees-want-from-the-performance-management-process
