Career development conversations are getting harder. Why? Likely you know - people are overwhelmed, AI is reshaping the work and the pace of work is not slowing down, people are just trying keep up with the day in front of them. Looking out five years ahead seems pointless. Author Rebecca M. Knight offers a practical reframe for leaders "supporting growth in uncertain times: 1- Focus on learning, not ladders ~ Career paths are rarely linear anymore; continuous learning, adapting, and building transferable skills should be emphasized. 2- Start with the near term ~ Long-range career planning can feel impossible right now. Coach to the next role, next capability, or next meaningful stretch/burst opportunity. 3- Help them stay wide ~ specialization can become risky in rapidly changing environments. Encourage broader perspectives and build adaptable skills. 4- Make it personal ~ Development conversations shouldn’t feel generic or performative. Dig into the uniqueness of what people want/need to grow toward 5- Build learning into the week, not onto it ~ People don’t need “more” added to already overflowing plates. Some of the best development opportunities are already present in meetings, projects, client conversations, and stretch moments that happen daily." The real secret sauce? Adaptability!! It's one of the reasons I use the #AQme assessment with my clients. #leadership #leadershipdevelopment #careerdevelopment #learninganddevelopment #futureofwork #coaching #adaptability #ai #organizationaldevelopment #AQi https://lnkd.in/geUEfh_r
Yes on adaptability, Laurie Hillis!