How to create exceptional career maps
How to create exceptional career maps
Are you thinking about revamping your career planning process?
Well, I've got a process for you. I'm going to take you through the four steps of reinvigorating your career planning process. So sit back,
relax, I've got you covered.
Hi, welcome to the Let's Talk Talent channel where we discuss the world of HR and talent management. We're here to help you unlock the potential in your people.
So in this video, I'm going to unpack the LTT career planning process. And it really starts from 35,000 feet. It starts with the why – that's your career
philosophy. Basically, what's the dea==l of why you want
people to develop in your organisation, because we believe at Let's Talk Talent that you need to get, keep and grow
brilliant people. And career planning is real sure starter for doing that. But if you don't tell people why they should stay, and they should grow in your organisation, then you're really starting off in a low ebb.
So start with your career philosophy. And that starts with two simple tools: exposure and experience. What you really want to enable people to do is
understand how they grow their expertise, but also how you give
them that experience. So let me give you an example: expertise
is about growing your professional skills, your knowledge. So if you work in finance, for example, it might be qualifications, or gaining more experience from one area to another. Experience is thinking about stretch projects, it's about using your network. It's about creating opportunities
that take you out of your comfort zone. Because let's face
it, we all need to think about our careers in two ways: 70% should be comfortable, something that we're doing all the time, and 30% should be the uncomfortableness. And that's where experience and exposure falls into your career philosophy.
If you start with that, then you move into how you map the possibilities. And let's face it, most people think about career possibilities as vertical
moves. It's all about promotion, it's all about progression. But we believe it's much more squiggly. In effect it's more horizontal. So when you think
about your career, and when you're putting your career planning process in place, think not only about that norm path, that vertical route that goes from a to b, but think about it in the ways that people can move their experience on.
Whether that's in departments or whether that's across your business. So
that could be lateral moves, for example, it could be international mobility. So think about it in that way. The third part of our career planning process is a career playbook. And in the playbook, you're bringing together your
philosophy, you're bringing together your maps, or you could
call them navigators, because really and truthfully in this
career playbook, you're really trying to get people to think about the journey, not the destination.
And in that you could unpack tools and techniques of how to have a
great career conversation, for example, or give reflective tools for people to really think about what motivates them, what engages them, what's their strengths, what's their values, what's their drivers? And then the fourth part is where it all comes together. It's the magic, ultimately. And that's how you enable people to have great career conversations.
And that starts from an individual perspective, but also starts
from a manager perspective. So if you do all of those points:
career philosophy, career mapping, playbook, and training,
you've got a really brilliant way of growing and keeping great
people.
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