Career development is a crucial aspect of managing a successful team. However, many managers struggle with implementing a systematic plan. If you find yourself in this situation, worry no more! Here’s a straightforward, three-step career development plan that you can easily put into practice. This plan is designed to help your top performers grow and thrive, ultimately benefiting your entire team.

Why Career Development is Important

A 2020 survey by Glint revealed that 97% of employees are eager to work on career development. Providing these opportunities, particularly to the top half of your team, can lead to enhanced performance, leadership readiness, and higher employee retention.

Career development not only prepares your high achievers for greater responsibilities but also develops a sense of loyalty and satisfaction within your team. Investing in your employees' growth shows that you value their contributions and are committed to their professional advancement.

The 70-20-10 Learning Rule

The Center for Creative Leadership developed the 70-20-10 learning rule, which outlines how leaders best acquire new skills and knowledge:

• 70% of learning comes from challenging experiences and assignments.
• 20% of learning comes from developmental relationships.
• 10% of learning comes from formal education, such as courses and reading.

Three Simple Steps to Career Development

1. Identify Future Roles

Start by asking your team member to identify a role that is two levels above their current position. This role should be one they aspire to in the future, not necessarily their next immediate step. For example, an account manager might aim for an area director role. Have them find a job description for this role, whether within your company or from another organization. 

2. Assess Strengths and Gaps

Next, have your team member conduct a self-assessment that lists their strengths and areas for improvement. They should keep the chosen job description in mind during this assessment. Identify what they naturally excel at and what they need more experience with. This could include skills like presenting, running meetings, troubleshooting client issues, or working collaboratively across functions.

3. Develop Skills through Activities

Finally, create a development plan using the 70-20-10 rule. Here are some examples:

• 70% Challenging Experiences: Assign projects outside their current role, such as leading a business development project or presenting at a team meeting. These assignments should push them to develop new skills and leadership abilities.
• 20% Developmental Relationships: Pair your team member with a mentor, arrange peer conferences, or encourage joining professional organizations.
• 10% Formal Education: Recommend relevant courses, TED Talks, or books. Keep these learning activities short and manageable to ensure they don’t feel overwhelmed.

Career development can be one of the most rewarding parts of being a manager. By following this simple three-step plan, you can support your team’s growth in a structured and manageable way. Not only will this enhance your team’s performance, but it will also help retain your top talent.

Download your free 3 Step Career Development System Template.