Transforming career development

“Everyone talks about building a relationship with your customer.
I think you build one with your employees first.”
Angela Ahrendt, Apple

Today’s “great resignation”  – the record-setting employee exodus now taking place on the heels of this stubborn and heartbreaking pandemic – presents opportunities for organizations that can figure out how to keep their employees happy and motivated enough to stick around.

Career development experts Julie Winkle Giulioni and Christine DiDonato, two of our valued thought leader partners, recently shared some new trends and best practices in a discussion with our CEO Jonathan Hodge on why career development matters more now than ever. (View the full discussion here.)

Techniques include helping employees take ownership of their careers, providing them with transparent tools and resources to self-direct their development, providing the freedom and opportunities for employees to contribute in ways that make a difference beyond their job role, and expanding career development beyond the one-on-one, manager-employee relationship into more of a  “team sport” approach that engages the broader community and provides ample opportunities for people to connect.

Career development also has to somehow prepare the workforce for jobs that don’t even exist today by preparing them to be able to adapt, to be agile, lifelong learners.

Those efforts are transforming career development from a performance management initiative into a cultural one that can enter the very heart of an organization and become its lifeblood, its pulse, as we help employees at every level look to their highest purpose and their greatest potential.

Only then will they – and the organizations they make great – be able to meet tomorrow’s unimaginable challenges.

One great thing for 11.16.21 – Is your organization making its culture count? Take our free assessment.

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