In my last article on this topic, Stop the Development Madness I wrote about the unrealistic expectations that corporate America has, in general, for career management.  Summed up - it's all about the managers being on point to coach and develop, give feedback and career plan.  Yet the nature of their jobs, the number of direct reports, the rate of attrition, the virtual nature of the workforce, make it - at worst - impossible, and - at best - impractical for this to happen.

So what's the solution?

Flip the model on its head. Stop the charade that managers can (or should) regularly and accurately assess and develop their people and decide what their next career steps should be. Instead, put tools and information into the hands of employees.   Let them drive the process of assessing themselves, identifying their top strengths and needs, building a relevant, goals-based development plan -- and then owning the process of meeting with their boss regularly for feedback and input.

And better yet, let the employees decide if they want to enrich themselves, develop their skills, grow their career.  After all, if you're satisfied living in your parent's basement for the rest of your life, and have no desire to develop, then how can someone else (e.g., your boss, an HR person, etc.) make you want to by forcing you to have a development plan?  Make self-directed career management and the building of development plans voluntary.  You have to admit, that's a sure-fire way to see the cream rising to the top by identifying who takes initiative, who's willing to work and who wants to improve.

Your thoughts? Share them in the comments section below.


Solutions / tools you might be interested in:

HR Business Partner Assessment and Development Center

Talent Management: Individual Development Planning

Talent Management: Leadership Development