Organizational Career Development
Don’t listen to the naysayers who claim, “But if we give them career development, they may leave!” Research shows that lack of career development is a key reason people quit. Enhance your organization’s employment brand by developing a reputation for developing your people.
Who: Employees needing to determining strengths and interests aligned with current or projected organizational needs, including candidates for internal mobility who need to develop effective self-presentation skills.
What: Assessments and exercises to help identify motivated strengths and suggest options to explore. Research and targeting to narrow options to realistic internal targets. Reviewing previous successes/challenges to identify areas for development.
How: 1:1 or group sessions with follow-up coaching builds skills that lead to positive, concrete results for employees and fosters your reputation as an employer of choice. Internal résumé development and interview practice builds competence and confidence.
Why: Good employees can and will leave for what they perceive to be better opportunities. Retention studies show that the best way to attract, engage and retain the workforce you need is career development for employees and support for managers in selecting candidates who perform as well on the job as they do in the interview.