How Leaders can Support Career Development

The quiet crisis nobody's talking about is that 66% of your employees are mentally checked out at work. 😳 I've been analyzing engagement data and the numbers are alarming. Only 34% of workers feel truly engaged and the rest are just going through the motions while updating their LinkedIn profiles. When I dig deeper with leaders, they're shocked by what disengagement actually costs them: • $4,129 per employee replacement (conservative estimate) • 44 days of productivity lost during hiring • Countless hours of institutional knowledge that walks out the door But what fascinates me most is the companies bucking this trend aren't throwing money at fancy perks or office ping-pong tables. They're doing something much simpler… Showing people a future. When employees can see their career path within your organization, 94% will stay longer. & not just a little longer - YEARS longer. Growth-oriented companies are crushing their competition with 26% higher profits and significantly better customer satisfaction scores. Why? Because humans crave progress. When we can't see forward movement, we look elsewhere. Most companies get this completely backwards. They wait for annual reviews to discuss career growth (if they discuss it at all). But your people are thinking about their future DAILY. If you're not part of that conversation, someone else will be. The leaders winning the talent war are making growth pathways visible, accessible, and concrete. They're asking better questions: ↳ "What skills does Sarah already have that we're not utilizing?" ↳ "Which adjacent roles could David move into with minimal upskilling?" ↳ "How can we create stepping stones between entry-level and leadership positions?" The ability to map and communicate career paths is no longer an HR nice-to-have. Because the companies that retain institutional knowledge while their competitors constantly onboard newbies will dominate their markets. How visible are your internal career paths? #EmployeeEngagement #TalentRetention #CareerGrowth #WorkforceStrategy

Talent isn't discovered. It's developed through someone's belief. Most managers miss this simple truth. When I was in my early 20s, I had bosses who saw something in me before I proved it. They set the bar high and gave me stretch projects that felt overwhelming at first. But I was hungry and had the drive to match their belief. I was also given the support to help me succeed. By 28, I was a second-line manager with 3 direct reports, each leading their own team. That leadership experience was a steep learning curve, but it set my career on a strong trajectory in a fast-growing sector. Looking back, none of that would have happened if those early leaders had waited for me to prove myself first. They created the proof by believing first. If you are a leader here's 𝟱 𝗪𝗮𝘆𝘀 𝘁𝗼 𝗦𝗵𝗼𝘄 𝗕𝗲𝗹𝗶𝗲𝗳 𝗕𝗲𝗳𝗼𝗿𝗲 𝗣𝗿𝗼𝗼𝗳: 1. 𝗚𝗶𝘃𝗲 𝘀𝘁𝗿𝗲𝘁𝗰𝗵 𝗮𝘀𝘀𝗶𝗴𝗻𝗺𝗲𝗻𝘁𝘀 𝗲𝗮𝗿𝗹𝘆    ↳ Assign projects slightly above their current skill level to show you trust their growth potential     2. 𝗢𝗳𝗳𝗲𝗿 𝗽𝘂𝗯𝗹𝗶𝗰 𝗿𝗲𝗰𝗼𝗴𝗻𝗶𝘁𝗶𝗼𝗻 𝗳𝗼𝗿 𝗲𝗳𝗳𝗼𝗿𝘁    ↳ Praise their problem-solving approach and learning attitude, not just results     3. 𝗜𝗻𝘃𝗲𝘀𝘁 𝗺𝗲𝗻𝘁𝗼𝗿𝗶𝗻𝗴 𝘁𝗶𝗺𝗲 𝘂𝗽𝗳𝗿𝗼𝗻𝘁    ↳ Regular check-ins and guidance signal that you see their long-term value     4. 𝗜𝗻𝗰𝗹𝘂𝗱𝗲 𝘁𝗵𝗲𝗺 𝗶𝗻 𝗶𝗺𝗽𝗼𝗿𝘁𝗮𝗻𝘁 𝗺𝗲𝗲𝘁𝗶𝗻𝗴𝘀    ↳ Bringing newer team members into strategy discussions shows you value their input     5. 𝗔𝘀𝗸 𝗳𝗼𝗿 𝘁𝗵𝗲𝗶𝗿 𝗼𝗽𝗶𝗻𝗶𝗼𝗻𝘀 𝗼𝗻 𝗱𝗲𝗰𝗶𝘀𝗶𝗼𝗻𝘀    ↳ Seeking their perspective demonstrates confidence in their judgment 𝗪𝗵𝘆 𝗧𝗵𝗶𝘀 𝗔𝗽𝗽𝗿𝗼𝗮𝗰𝗵 𝗪𝗼𝗿𝗸𝘀: 𝟯 𝗞𝗲𝘆 𝗕𝗲𝗻𝗲𝗳𝗶𝘁𝘀: 1. 𝗛𝗶𝗴𝗵𝗲𝗿 𝗘𝗺𝗽𝗹𝗼𝘆𝗲𝗲 𝗟𝗼𝘆𝗮𝗹𝘁𝘆    ↳ People remember who believed in them first    ↳ Creates emotional connection to the company    ↳ Reduces recruitment costs long-term     2. 𝗙𝗮𝘀𝘁𝗲𝗿 𝗦𝗸𝗶𝗹𝗹 𝗗𝗲𝘃𝗲𝗹𝗼𝗽𝗺𝗲𝗻𝘁    ↳ Employees rise to meet expectations    ↳ Self-fulfilling prophecy effect    ↳ Accelerated learning curve     3. 𝗦𝘁𝗿𝗼𝗻𝗴𝗲𝗿 𝗧𝗲𝗮𝗺 𝗣𝗲𝗿𝗳𝗼𝗿𝗺𝗮𝗻𝗰𝗲    ↳ Builds psychological safety    ↳Increases risk-taking and innovation    ↳ Creates culture of mutual support The leaders who believed in me didn't just change my career - they shaped how I led. When you invest in someone's potential before they prove it, you're not just developing them. You're creating the kind of leader who will do the same for others. If you are a leader, think of someone on your team right now who's hungry but unproven. What's one way you could show belief in them this week? ♻️ Share this to help leaders unlock someone's potential today. Follow Adeline Tiah for more content on leadership + future of work.

🚧  Leaders Build Pipelines & Pathways, Not Just Fill Positions 🚧 Early in my career as a field leader, I learned something that stuck with me: if you only hire the “ready-made” pro, your team will always look strong on paper but stay thin in depth. I knew the better path was to hire for growth. Because in construction, it’s not just about what someone brings on day one—it’s about how far they can go with a productive culture and support. That conviction shaped how I built crews and, later, how I infused those concepts into future leaders. I saw firsthand how a young worker with drive, paired with a clear game plan and a coach in their corner, could outpace someone who seemed “perfect” at the start. Taking this path requires commitment not only from you, but also from your company leadership, because at some point in the journey, it will become hard, seem futile, and not worth the time. With the right plan, it certainly is, and will pay off. Here’s what worked every time: ✅ A solid game plan with development skills, milestones, and accountability. ✅ A Buddy/Foreperson Coach model—one for daily guidance and one for standards. ✅ Regular check-ins for safety, initiative, and reliability discussions. ✅ Tracking so progress was visible. Hiring for growth isn’t lowering the bar—it’s building the runway to it. And when leaders do this consistently, they don’t just fill positions — they create pathways. That’s how we create capacity for the future. 👉 Leaders, what’s one time you took a chance on someone’s potential—and saw it pay off? #ConstructionLeadership #HireForGrowth #FieldLeaderTraining #JobsiteCulture #WorkforceDevelopment

If you're struggling to find strong operational talent, take a hard look at whether you're actually developing the person sitting right outside your office. Your assistant already sees how the business operates. They just don't get invited to participate in the strategic thinking - and that's entirely on you. How to create genuine upward mobility: 1. Expose them to strategy - Bring them to meetings where decisions actually get made, not just where notes get taken. They need to learn how to think beyond logistics. 2. Delegate projects, not just tasks - Instead of "book this" or "send this," try "own this project end to end - budget, timeline, stakeholder management." Projects build business muscle. Tasks don't. 3. Invest in their education - Sponsor finance fundamentals, leadership development, project management certification. You're signaling "I see your potential beyond support work." 4. Give them visibility with other executives - Loop them into cross-functional initiatives. Let them give updates in leadership meetings. If you want them to grow, other leaders need to see them as more than your admin. 5. Coach them on judgment and discretion - These roles are built on trust. Share your thinking, your reasoning, your why behind decisions so they start learning how to make those calls themselves. You grow people by trusting them with meaningful challenges where they have room to fail safely and learn from it. Sign up to my newsletter for more corporate insights: https://vist.ly/4efhm #leadership #talentdevelopment #executiveassistant #leadershipdevelopment #careeradvancement #chiefofstaff #managementtips #executiverecruiter #eliterecruiter #careergrowth #succession

Rejecting internal candidates without a clear development plan can be demoralizing. When an internal candidate takes the leap to interview for a new role, they’re showing ambition, drive, and a desire to grow within the company. Let's use this opportunity to support their career development. Here’s how we can make a positive impact: 1. Transparent Feedback ↳Provide detailed, constructive feedback. ↳Highlight their strengths and the areas they need to develop to be successful in future opportunities. 2. Personalized Development Plan ↳Collaborate with them to create a tailored development plan. ↳This could include training, mentorship, or project assignments that align with their career goals. 3. Regular Check-ins ↳Schedule periodic meetings to review progress, offer support, and adjust the plan as needed. ↳Celebrate their milestones and achievements along the way. 4. Encourage Continuous Learning ↳Recommend relevant courses, workshops, and resources. ↳Foster a culture of continuous improvement and learning. 5. Mentorship and Networking ↳Connect them with mentors and encourage them to build their network within the company. ↳These relationships can provide guidance, support, and new opportunities. Investing in our internal team members strengthens our team and the company as a whole. What else would you add? ♻️ Repost this if you agree ➕ Follow Anna Chernyshova for more posts like this

I think most managers don’t know how to run career development conversations with their team members. And that’s the real problem no one talks about. Yes - you have the manager title. Yes - you lead a large team. Yes - you own a big scope. Because you figured out how to level up your career. But do you know how to do the same for others? Did you get any meaningful training? Do you have a system? If the answer to any of those is NO, I got you covered. Here’s my simple system that transforms careers: 1) Schedule Growth Conversations Block 60 minutes every quarter with each individual dedicated for career development conversations. This is not a business review. This is their future. 2) Pre-Meeting Preparation Framework Prior to the meeting ask your team member to: - reflect on their past performance (wins, challenges) - write down their career aspirations (dream big) - draft a career development plan (take action) You can use my framework and share it with your team member: https://lnkd.in/dPSdfJ5U 3) Manager Homework Take quality time and prepare for the meeting. - get clarity on what feedback you want to provide - collect data, specific situations, feedback form others - note down growth ideas (scope, trainings, mentors) Avoid sugar-coated and vague feedback. Inspire through different growth opportunities. 4) The 80/20 Conversation Rule Hold the career conversation with intention. Let your team member speak and explain everything they’ve prepared (80%). Lean back, listen carefully, show recognition, share your feedback (20%). Look for sweet spots where their career aspirations match growth opportunities you thought of. 5) Action Planning & Momentum Break down career goals into smaller manageable actions per quarter. Team member updates the career development plan. Check-in on career goals during regular 1:1s. 6) Repeat Next Quarter Finally, here’s a little people-first leadership secret: If your team grows, you grow (and the business). It’s a win-win-win. Don’t you think? --- I'm Michael. Follow me for my real-life experience and systems leading a 50+ strong engineering team at Amazon.

The rise of remote work has brought new challenges and opportunities for both employers and employees. As leaders, supporting the career growth of remote direct reports requires a thoughtful and proactive approach.  Nurturing their professional development not only benefits individual team members but also strengthens the overall success of the organization. In this article, we'll explore effective strategies to show support for your remote direct reports' career growth and empower them to reach their fullest potential. 1. Regular One-on-One Check-Ins: Consistent and meaningful communication is the foundation of support in a remote work setting. Schedule regular one-on-one check-ins with your direct reports to discuss their career goals, challenges, and aspirations. 2. Encourage Skill Development: Remote work offers the flexibility to engage in skill development without the constraints of traditional office hours. Encourage your direct reports to explore online courses, workshops, and webinars that align with their career interests. 3. Set Clear Performance Expectations: Clarity in performance expectations is crucial for remote teams. Clearly define performance goals and expectations, linking them to individual career growth objectives. Provide ongoing feedback and recognition for their achievements, highlighting their progress towards their career goals. 4. Mentorship and Cross-Functional Opportunities: Facilitate mentorship opportunities within the organization. Pairing remote direct reports with experienced mentors allows them to gain valuable insights and guidance in their career paths. Additionally, consider offering cross-functional opportunities that expose them to different aspects of the business. 5. Support Work-Life Balance: Remote work blurs the lines between personal and professional life. Encourage a healthy work-life balance by promoting flexible work hours and respecting boundaries. A balanced lifestyle fosters employee well-being and enables them to approach their career growth with renewed energy and focus. 6. Advocate for Growth Opportunities: As a leader, advocate for your direct reports' career growth within the organization. Support their aspirations by nominating them for projects, initiatives, or promotions that align with their goals. Champion their accomplishments and contributions during team meetings or organizational updates, showcasing their value to the broader team. By engaging in regular one-on-one check-ins, encouraging skill development, setting clear performance expectations, providing mentorship and cross-functional opportunities, supporting work-life balance, and advocating for growth opportunities, leaders can show genuine support and foster a thriving remote team. #inclusiveleadership #bestweekever

I've led in the military, corporate, and nonprofit worlds. This truth holds across all sectors: Your people aren't a tool to achieve the mission. Your people are the mission. Organizations don't grow without great people. And great people don't grow without great leadership. Here's what leaders who get this do for their people. They: 1️⃣ Push them out of their comfort zone. ↳ Set high expectations and encourage risk-taking. ↳ Expose them to new challenges and experiences. 2️⃣ Prioritize learning opportunities. ↳ Share books, courses, and resources. ↳ Provide access to coaching and mentorship. 3️⃣ Give frequent and specific feedback. ↳ Reinforce what’s working. ↳ Offer constructive guidance on what's not. 4️⃣ Empower them to own their work. ↳ Trust them with decisions. ↳ Let them make and learn from mistakes. 5️⃣ Develop their strengths. ↳ Ask what they are most energized by. ↳ Align their work with what they do best. 6️⃣ Check in regularly. ↳ Schedule regular one-on-ones. ↳ Ask what they need and actually listen. 7️⃣ Support their career goals. ↳ Help them map out a growth path. ↳ Advocate for their next opportunity. Leadership isn't just about hitting targets. It's about unlocking potential. The best leaders don't just direct people. They challenge, invest in, and champion them. Your greatest impact won't be found in what you build. It will be in who you build. What's one way a leader helped you grow? ♻️ Repost to help leaders focus on the right mission. For more: 🔔 Follow me, Paul DiCicco. ✉️ Try the Lead Well, Live Well Newsletter👇 https://lnkd.in/ettGDvJZ

Arguably, the most important job of a leader is to develop talent and build great teams, starting with their direct reports and their direct report team. Great leaders understand that investing in the individuals on their team, to help them grow and have greater impact, is their core job and not an overhead or a chore for them. They also know that great individuals don’t necessarily make a great team and that building high performing teams requires even additional investment. Finally, they recognise that these investments are key to transformative and sustained growth of the company. Here are some of my reflections and learnings in regard to developing talent. I will share some thoughts on building high performing teams in a separate post. 1. Enable your team member to soar with their strengths. Often leaders spend too much time agonising about the gaps or opportunities their team member may have. Amplifying what your colleague is really good at is good for the organisation and for the individual. This is about providing them with challenging opportunities where they can make a massive impact with their strengths, and celebrating their accomplishments. 2. Actively invest in helping your team member neutralise their major weakness(es), especially if the latter is preventing them from being effective or achieving their true potential. This is about building context with them as to why this weakness can slow them down and helping them internalise that working on this opportunity is good for them. Coaching in the moment or reflecting about situations which you were both part of and helping them recognise an action or behaviour that could have been different is often powerful. 3. Build an environment of transparency so that the individuals understand where they stand within the organisation. Being unclear with feedback or holding back on sharing how an individual is perceived within an organisation so as to avoid hurting them, is actually counter productive. Helping team members sharpen their antennas around how they come across to others goes a long way towards developing reflective, continually learning leaders. 4. Make development conversations an integral part of the work related discussions to the extent possible. Avoid making them awkward, one off events but rather an ongoing commitment to supporting your colleague in their development journey. 5. Most importantly, recognise that the responsibility you have is a privilege and not a license to preach. We could all be working for each other some day and just because one is leading someone within an organisational context doesn’t make one “superior” to their direct report. Helping develop leaders of the future is one of the most impactful and rewarding aspects of being a leader. What are some of your reflections on this topic? #leadership #development #talent #careergrowth

One critical relationship I’ve been exploring is the connection between social capital and career development. Social capital is vital because much of our learning and growth depends on the support, guidance, and opportunities provided by others. The extent to which you have—and can leverage—social capital directly impacts your ability to gain the experiences, exposure, and expertise necessary for career progression. As a leader, how can you help your employees build social capital to excel in their roles and advance their careers? Here are a few actionable areas to focus on: ✅ Relationships: Ensure your employees build connections with key stakeholders or influential leaders essential to their success. ✅ Opportunities: Advocate for them to gain access to meaningful projects or roles where they can showcase their skills and grow. ✅ Exposure: Act as their "megaphone," amplifying their great work so it gets the recognition it deserves. ✅ Resources: Provide the tools, budget, or approvals they need to perform at their best. ✅ Credibility: Support new or less-experienced employees by vouching for them, helping them earn trust and acceptance from others. By focusing on these areas, you can help unlock opportunities and unleash your employees' full potential. What other strategies have you found effective in building social capital? #leadership #managers #socialcapital