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Your Career Development Plan

October 7, 2013 By admin | Write Comment

individual development plan

Who is responsible for your career development?

– You?

– Your Manager?

– The Leadership Development Director?

– The Organization?

The easy answer is that all are responsible. But, while all share some responsibility, it is you who bears the greatest burden to make your career work out in your own interest.

When an objective is shared, it oftentimes is difficult to complete. Why? Because in the end, no one is completely responsible. Your career development is too important to place in someone else’s hands. There are lots of places and people to turn to, but you are the one that makes it happen. Sources for help include your boss(es), the head of the organization’s development programs, a mentor, a coach, a partner. Any of these sources are generally ready and willing to offer a hand. Your job is to sort out the wheat from the chaff and do the key things necessary to build your own brand and portfolio.

What about just working hard as the way to success? Won’t hard work get noticed and rewarded? Oftentimes it is. But just as often, you can be taken for granted. Seek first to do an excellent job and then decide what is meaningful and necessary for you to learn to do more and take on greater responsibilities. Take advantage of and lobby for those opportunities within your organization. Search out and find logical tasks and development opportunities that match your career goals and will be supported by your organization. Don’t be bashful in asking for help or the resources to accomplish those objectives. You need to stand out and separate yourself from the competition.

Does your organization have a management succession plan? Most do, so find out what key characteristics are expected of future leaders. Work on those attributes. If your organization does not have a succession planning function, then discuss with your boss or other leader in the organization what it takes to move up.

Climbing the career ladder is never easy. On the other hand, it’s pretty straight forward: It really boils down to excelling at your job, creating the right network of coaches and mentors, and working diligently on those skills and experiences defined by your organization as the key ingredients for promotion. And, oh, by the way don’t forget all the troops along the way. Your reputation and networking capability is only enhanced by treating everyone with dignity and respect.

Your career development is in your hands. Don’t wait for good things to just happen. And, by the way, nice guys finish first too.

Mark Youngblood

Follow Mark @RMarkYoungblood

CareerToolbox International, LLC

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