These days, the conventional “career ladder” metaphor can only take employees so far before it breaks. The first problem with the “ladder” is that it tends to give only a small percentage of the workplace access to predictable career progression. The even bigger problem? It does not equip companies to get people rapid access to the skills the organization most needs in the midst of rapid growth and/or change.
But most employees still look for development opportunities in the old-school way: the “move up the ladder” mindset that frames growth as synonymous with a new title or promotion. As a result, even companies that experience lots of growth and transformation often find that their employees still don’t see development opportunities available to them. If it doesn’t look like traditional “career progression,” all those growth opportunities remain undervalued at best and invisible at worst. Not only does this paradox result in a less agile and resilient company, it is also a major threat to employee engagement and retention. When employees believe there is no longer room for progression at their company, motivation, productivity, and intent to stay plummet.
So, who really directs your career path- you or the employer?
Learning Objectives:
1) Identify post pandemic career strategies
2) Identify career gaps in your current development
3) Identify career development opportunities
Talent Development Capability Model -
Building Personal Capability- Cultural Awareness and Inclusion
Agenda
6:00 pm - 6:10 pm Welcome/Virtual Icebreaker
6:10 pm - 6:20 pm- Chapter Updates
6:20 pm - 7:35 pm- Presentation
7:35 pm - 7:50 pm - Discussion Q&A
7:50 pm - 8:00 pm Announcements/Closing
About Marlo
Marlo has over 20 years of human resources experience in local city, state and federal governments. She currently works as a Talent Acquisition/Payroll Administrator. Previously, she worked as a Career Transition Trainer and has conducted Department of Labor training courses for over 8,500 transitioning military professionals for seven years. She continues her passion for human resource development as an Adjunct Professor with Tidewater Community College for the last 11 years.
In addition, she has served as a board member for the local Hampton Roads Society of Human Resource Management and SEVA Association of Talent Development (formerly ASTD) for 10 years each. Marlo received her undergraduate degree in Human Resources from Strayer University and holds a Masters in Human Resource Management from Troy University. As the founder of Ms. MentorMe, The Career Coach, her passion is for helping others achieve their professional wealth through career development.
Marlo provides career coaching, training development and human resources services to individuals as well or corporations. Her goal is to help build strong-minded talented professionals that can actively contribute to their industry of choice.
