I often speak with staff members about their views of their executive leaders. When it comes to career support, many leaders get low marks. Leaders often feel they are too busy to be concerned about the careers of their staff. In addition, they often believe that each person is responsible for their own career.
Yes, each person needs to ensure they are learning and developing their skills and abilities.
Staff often indicate that they would like to feel that their boss cares about them as a person and takes some time to think about possibilities with them. Managers can support their team by taking some time to explore their staff members’ aspirations and to help them see possibilities inside and outside the organization. People want to feel like they are valued and that their boss will give them feedback and support their development.
While we often think of career progression as moving to a higher level position, it is useful to think of career development more broadly. When people begin to think of enhancing their awareness, skills, abilities and experiences as career development, there are many more options available.
How can you support the career development of your team members?