A few years prior, the question of career development and the need to gain competitive advantage at the workplace was sparsely discussed. The attitude was different during those times, you had to do your work and await the next opportunity. The crucial elements required to build a successful career were experience, long-standing relationships and business expertise.

In recent times, this topic has been turned on its head. The advances in technology, shifting demographics, expanding global markets, and updates in compliance regulations are just a few factors reshaping the workforce at an impeccable speed. Adaptability, innovation, soft skills, IT knowledge and change management are now essential to navigate this fast-changing world.

Due to the aforementioned reasons, organizations are introducing multiple initiatives to promote a safe environment where learning, performance, feedback and career plans can be openly shared and discussed. The benefits of which will be:

• Clear understanding of strengths and weaknesses
• Clarity of career opportunities
• Talent identification
• Job satisfaction
• Better employer branding

In the new scenario of the corporate world, there is still some confusion when it comes to the accountability of a career plan. It is true that a company or an organization is accountable for creating a proper environment for their employees where they can focus on training, support and career development. The employees can freely discuss their future opportunities, keeping in mind that they all own their own careers.

It is your own responsibility to assess your skills, understand your potential, envision your desired career, while working efficiently and effectively with the company or organization to build the necessary skill set and expertise required to reach your goals.

So, when this question comes to your mind, you should have a constructive discussion with your direct manager and it could be a great idea to do your research beforehand.

Here are stated some useful steps that may help you with this phase:

1. Assessment Phase: Evaluate your own career strategically

• How does your career define you?
• What are your key strengths? What is your area of expertise?
• How can you improve your present work and make it better?
• Are you presentable enough? What impression do you create on others?
• What are your accomplishments?

2. Vision Phase: Critique yourself

• Where do you see yourself in the future?
• What would you like to do at the peak of your career?
• How can you educate yourself further?
• What are your potential barriers and how will you overcome them?
• How do you plan to overcome your shortcomings?

3.Discovery Phase: Explore your possibilities

• Research the possibilities the organization has and the skills that are needed.
• Figure out whether you want to seek vertical or horizontal growth.
• Evaluate if your junior is capable of filling in your shoes.
• Ensure that the new opportunities are in line with your personal commitments.

4. Planning Phase: Identify the next steps to get closer to your goal

• Realize the necessary actions that you need to take.
• Fix your deadlines and work towards them.
• Research about the training and skill set you’d require.
• Seek people who inspire you and can mentor you well.

5. Drafting Phase: Write down a career plan

• Review the overall plan.
• Remove, merge and add items as necessary.
• Identify the correct settlement for the Company/Organization and you.
• Share it with your mentor to obtain relevant feedback.
• Revisit or adjust regularly based on the developments.

Congratulations! You just took the next big step towards developing your own career development plan.

The next step is to have a constructive discussion with your Manager in person. Enjoy the “pleasant” journey.

– Gianpiero Pagliaro –