In an ideal world, there would be transparency, consistency, equity, and a clear pathway to get from one level of an organization to the next. While many employers have implemented Diversity and Inclusion initiatives, leadership development programs, or hired external consultants to improve their processes, we are still dealing with human variables and some old die-hard habits that aren’t moving people forward. 

I have had coaching clients seeking my advice in maneuvering this uncertainty. They feel a high level of loyalty to their organizations and the “promotion carrot” has been dangled in front of them, however, the parameters of how and when that event is supposed to happen are largely left unclear. 

As a leader of diverse, global teams the development of my direct reports has always been a priority for me. It has given me great pleasure to see people thrive and tap into their potential. It is a beautiful thing to watch. Based on my experience, I would like to share some personal insights into how development plans can work, for employers and employees alike. 

Employers

1. 1. Be transparent about opportunities in the organization and allow a fair application process
   2. Consider talent outside of the department, division, or geographic area. If you are hiring externally, communicate why.
   3. Establish consistent promotion criteria and processes. If some managers promote more employees than others, there might be something wrong. Or you might need to weed out some managers who feel threatened in their jobs and don’t promote as a result
   4. Hire coaches for mid-level management. Coaching has a high level of ROI and offers lasting behavior improvements as opposed to short-term leadership programs

Employees

1. 1. Get clarity on your greatest skills and how you can impact the organization in the short and long run
   2. Network with curiosity. Utilize any opportunity to learn what other people in the organization are doing, who is regarded highly, and why 
   3. Ask your manager for special project assignments that provide you with visibility outside of your department. Participation in cross-functional teams is a great opportunity for recognition
   4. Own your development plan! Find opportunities to learn everywhere, whether internally or externally

As mentioned earlier, employees quitting for a lack of career development or advancement is completely avoidable. So is reason number two (inadequate compensation) and three (uncaring/ uninspiring leaders), but I will leave that blog post for another time.

If you are looking for a professional coach or consultant to help you establish a career development culture, contact me at angela@belladonnacareercoach.com.