CAREER BUILDER – FOUNDATIONS
CAREER BUILDER – FOUNDATIONS
1 day full-tailored program
DREAM BIG
The walls become the catalyst of a compelling future for your leaders as they declare what they want personally and professionally in their lives. The conversation takes a forward thinking direction. Participants see what they write and what others write, encouraged to dig deep for their personal inspiration to build their future. Developed in conjunction with Tiger Woods and Amex, Dream Big helps participants identify success criteria for their career within your organization. This foundational piece of the Career Builder process opens doors and possibilities for your leaders.
MAPPING CAREER PATHS
This exercise identifies possibilities across the organization and different paths to get there. Mapping Career Paths also highlights career traffic jams in the organization and even places with talent shortage. Using life size Organizational Charts, participants identify potential senior level opportunities in at least three areas, or using multiple paths. Guided by framework questions, partner exercises and focused introspection, participants select, consider and visually connect their current role to possible end role(s).
CAREER BUILDER
Participants identify, analyze and put into perspective the various Career Builders (leadership capabilities, critical experiences, and domain or technical knowledge) to reach their career dreams. Integrate your organizational core competencies, leadership competencies, leadership assessments and performance management system for greater traction. Participants inventory their Career Builders, gaps between their now and their ideal, and think critically about how to bridge those gaps. Partner exercises, introspection and tools guide the input and the output.
CAREER CONVERSATION TOOLS
The culminating cross-over event finishes the day: participants engage in a 45 minute live (or phone) conversation with their manager to have their first development conversation using specially developed tools and processes.
ACTION PLANNING
Individual Development Plan – Participants build a compelling Development Plan incorporating all they have learned. Use your own Development Plan template or one of ours to achieve business and personal results. Participants assess their development options in alignment with their vocational incentives. Throughout Action Planning, participants build skills to have critical development conversations with leaders and sponsors.
CAREER BUILDER – ENHANCED
WAR FOR TALENT
1/2 day for HiPO’s Leader
WAR FOR TALENT
Using an active and competitive simulation, leaders understand the critical elements of developing their talent, hoarding talent, and the impact of NOT developing their department and their talent. Leaders practice “packaging” their department and their talent for greater results across the organization.
CAREER BUILDER
Leaders examine the domain (technical) knowledge, critical experiences and leadership capabilities required for talent development plans within the organization. They learn to focus on the Career Builders to guide the development of their Emerging Leaders (HiPO’s) through compelling plans to compelling futures.
HOW TO HAVE CONVERSATIONS
Leaders use Career Conversations Tools to build skills for critical development conversations with HiPO’s and Emerging Leaders. Participants leave with Development Conversation Cards and templates. Tools are great and…without the ability to have effective conversations, the tools are useless. Create space for conversations to happen. Reinforce existing corporate content and tools, monitor challenges.
SETTING DEVELOPMENT PRIORITIES
Leaders examine the priorities to action with Emerging Leaders – they work with their HiPO talent to action top priorities. Recognize, acknowledge and turn around signs of disengagement. Manage the development of HiPO’s and non- HiPO’s on your team. Lead development both in-role and out of role.
ACTION PLANNING
HiPO’s build a compelling Individual Development Plan and assess their options in alignment with their vocational incentives. Throughout the development, HiPO’s and their Leaders align their next steps and have the first priority actioned.
CAREER BUILDER – FOUNDATIONS
1 day for HiPO
DREAM BIG
The walls become the catalyst of a compelling future for your leaders as they declare what they want personally and professionally in their lives. The conversation takes a forward thinking direction. Participants see what they write and what others write, encouraged to dig deep for their personal inspiration to build their future. Developed in conjunction with Tiger Woods and Amex, Dream Big helps participants identify success criteria for their career within your organization. This foundational piece of the Career Builder process opens doors and possibilities for your leaders.
MAPPING CAREER PATHS
This exercise identifies possibilities across the organization and different paths to get there. Mapping Career Paths also highlights career traffic jams in the organization and even places with talent shortage. Using life size Organizational Charts, participants identify potential senior level opportunities in at least three areas, or using multiple paths. Guided by framework questions, partner exercises and focused introspection, participants select, consider and visually connect their current role to possible end role(s).
CAREER BUILDER
Participants identify, analyze and put into perspective the various Career Builders (leadership capabilities, critical experiences, and domain or technical knowledge) to reach their career dreams. Integrate your organizational core competencies, leadership competencies, leadership assessments and performance management system for greater traction. Participants inventory their Career Builders, gaps between their now and their ideal, and think critically about how to bridge those gaps. Partner exercises, introspection and tools guide the input and the output.
CAREER CONVERSATION TOOLS
The culminating cross-over event finishes the day: participants engage in a 45 minute live (or phone) conversation with their manager to have their first development conversation using specially developed tools and processes.
ACTION PLANNING
Individual Development Plan – Participants build a compelling Development Plan incorporating all they have learned. Use your own Development Plan template or one of ours to achieve business and personal results. Participants assess their development options in alignment with their vocational incentives. Throughout Action Planning, participants build skills to have critical development conversations with leaders and sponsors.
CAREER BUILDER – INTEGRATED
WAR FOR TALENT
1/2 day for HiPO’s Leader
WAR FOR TALENT
Using an active and competitive simulation, leaders understand the critical elements of developing their talent, hoarding talent, and the impact of NOT developing their department and their talent. Leaders practice “packaging” their department and their talent for greater results across the organization.
CAREER BUILDER
Leaders examine the domain (technical) knowledge, critical experiences and leadership capabilities required for talent development plans within the organization. They learn to focus on the Career Builders to guide the development of their Emerging Leaders (HiPO’s) through compelling plans to compelling futures.
HOW TO HAVE CONVERSATIONS
Leaders use Career Conversations Tools to build skills for critical development conversations with HiPO’s and Emerging Leaders. Participants leave with Development Conversation Cards and templates. Tools are great and…without the ability to have effective conversations, the tools are useless. Create space for conversations to happen. Reinforce existing corporate content and tools, monitor challenges.
SETTING DEVELOPMENT PRIORITIES
Leaders examine the priorities to action with Emerging Leaders – they work with their HiPO talent to action top priorities. Recognize, acknowledge and turn around signs of disengagement. Manage the development of HiPO’s and non- HiPO’s on your team. Lead development both in-role and out of role.
COACHING FOR GREAT WORK
A system that gives leaders the tools to make development and career coaching part of their everyday work. The system helps Leaders and Emerging Leaders to build focus, expand possibilities and create accountability.
CAREER BUILDER – FOUNDATIONS
1 day for HiPO
DREAM BIG
The walls become the catalyst of a compelling future for your leaders as they declare what they want personally and professionally in their lives. The conversation takes a forward thinking direction. Participants see what they write and what others write, encouraged to dig deep for their personal inspiration to build their future. Developed in conjunction with Tiger Woods and Amex, Dream Big helps participants identify success criteria for their career within your organization. This foundational piece of the Career Builder process opens doors and possibilities for your leaders.
MAPPING CAREER PATHS
This exercise identifies possibilities across the organization and different paths to get there. Mapping Career Paths also highlights career traffic jams in the organization and even places with talent shortage. Using life size Organizational Charts, participants identify potential senior level opportunities in at least three areas, or using multiple paths. Guided by framework questions, partner exercises and focused introspection, participants select, consider and visually connect their current role to possible end role(s).
CAREER BUILDER
Participants identify, analyze and put into perspective the various Career Builders (leadership capabilities, critical experiences, and domain or technical knowledge) to reach their career dreams. Integrate your organizational core competencies, leadership competencies, leadership assessments and performance management system for greater traction. Participants inventory their Career Builders, gaps between their now and their ideal, and think critically about how to bridge those gaps. Partner exercises, introspection and tools guide the input and the output.
ACTION PLANNING
Individual Development Plan – Participants build a compelling Development Plan incorporating all they have learned. Use your own Development Plan template or one of ours to achieve business and personal results. Participants assess their development options in alignment with their vocational incentives. Throughout Action Planning, participants build skills to have critical development conversations with leaders and sponsors.
CAREER BUILDER – INTEGRATED
1/2 day follow-up for HiPO
CAREER PRIORITY
An in-your-face check in to ensure that the Emerging Leader (HiPO) is on track with priorities actioned in development plan to date. Like a group coaching session, participants and facilitator work together to uncover things that are working and gaps to progress.
ENGAGE SPONSOR
Sponsorship at the executive level determines success in the HIPO program. The Leader has regular contact with the HiPO, and the Sponsor is engaged periodically over a longer period of time to guide and mentor the Emerging Leader. The Sponsor helps with critical components: identifying opportunities, guiding stretch projects, highlighting skills and potential of the HiPO for other exective team members. And their time is valuable. The HiPO ensures efficient use of time and building ROI in to each conversation. Skills such as POW Openings allow the Emerging Leader to step directly into the Sponsor’s world and demonstrate that they understand it. Engaging the Sponsor through a two-way, results-focused conversation will keep the meetings on track and on schedule.
CAREER CONVERSATIONS TOOL
The Emerging Leader (HiPO) learns key strategies to having forward thinking, honest and real career conversations so that progression is on track for short and long term.
CAREER BUILDER COMPARISON TABLE
CAREER BUILDER – FOUNDATIONS
CAREER BUILDER – FOUNDATIONS
1 day full-tailored program
DREAM BIG
The walls become the catalyst of a compelling future for your leaders as they declare what they want personally and professionally in their lives. The conversation takes a forward thinking direction. Participants see what they write and what others write, encouraged to dig deep for their personal inspiration to build their future. Developed in conjunction with Tiger Woods and Amex, Dream Big helps participants identify success criteria for their career within your organization. This foundational piece of the Career Builder process opens doors and possibilities for your leaders.
MAPPING CAREER PATHS
This exercise identifies possibilities across the organization and different paths to get there. Mapping Career Paths also highlights career traffic jams in the organization and even places with talent shortage. Using life size Organizational Charts, participants identify potential senior level opportunities in at least three areas, or using multiple paths. Guided by framework questions, partner exercises and focused introspection, participants select, consider and visually connect their current role to possible end role(s).
CAREER BUILDER
Participants identify, analyze and put into perspective the various Career Builders (leadership capabilities, critical experiences, and domain or technical knowledge) to reach their career dreams. Integrate your organizational core competencies, leadership competencies, leadership assessments and performance management system for greater traction. Participants inventory their Career Builders, gaps between their now and their ideal, and think critically about how to bridge those gaps. Partner exercises, introspection and tools guide the input and the output.
CAREER CONVERSATION TOOLS
The culminating cross-over event finishes the day: participants engage in a 45 minute live (or phone) conversation with their manager to have their first development conversation using specially developed tools and processes.
ACTION PLANNING
Individual Development Plan – Participants build a compelling Development Plan incorporating all they have learned. Use your own Development Plan template or one of ours to achieve business and personal results. Participants assess their development options in alignment with their vocational incentives. Throughout Action Planning, participants build skills to have critical development conversations with leaders and sponsors.
CAREER BUILDER – ENHANCED
WAR FOR TALENT
1/2 day for HiPO’s Leader
WAR FOR TALENT
Using an active and competitive simulation, leaders understand the critical elements of developing their talent, hoarding talent, and the impact of NOT developing their department and their talent. Leaders practice “packaging” their department and their talent for greater results across the organization.
CAREER BUILDER
Leaders examine the domain (technical) knowledge, critical experiences and leadership capabilities required for talent development plans within the organization. They learn to focus on the Career Builders to guide the development of their Emerging Leaders (HiPO’s) through compelling plans to compelling futures.
HOW TO HAVE CONVERSATIONS
Leaders use Career Conversations Tools to build skills for critical development conversations with HiPO’s and Emerging Leaders. Participants leave with Development Conversation Cards and templates. Tools are great and…without the ability to have effective conversations, the tools are useless. Create space for conversations to happen. Reinforce existing corporate content and tools, monitor challenges.
SETTING DEVELOPMENT PRIORITIES
Leaders examine the priorities to action with Emerging Leaders – they work with their HiPO talent to action top priorities. Recognize, acknowledge and turn around signs of disengagement. Manage the development of HiPO’s and non- HiPO’s on your team. Lead development both in-role and out of role.
ACTION PLANNING
HiPO’s build a compelling Individual Development Plan and assess their options in alignment with their vocational incentives. Throughout the development, HiPO’s and their Leaders align their next steps and have the first priority actioned.
CAREER BUILDER – FOUNDATIONS
1 day for HiPO
DREAM BIG
The walls become the catalyst of a compelling future for your leaders as they declare what they want personally and professionally in their lives. The conversation takes a forward thinking direction. Participants see what they write and what others write, encouraged to dig deep for their personal inspiration to build their future. Developed in conjunction with Tiger Woods and Amex, Dream Big helps participants identify success criteria for their career within your organization. This foundational piece of the Career Builder process opens doors and possibilities for your leaders.
MAPPING CAREER PATHS
This exercise identifies possibilities across the organization and different paths to get there. Mapping Career Paths also highlights career traffic jams in the organization and even places with talent shortage. Using life size Organizational Charts, participants identify potential senior level opportunities in at least three areas, or using multiple paths. Guided by framework questions, partner exercises and focused introspection, participants select, consider and visually connect their current role to possible end role(s).
CAREER BUILDER
Participants identify, analyze and put into perspective the various Career Builders (leadership capabilities, critical experiences, and domain or technical knowledge) to reach their career dreams. Integrate your organizational core competencies, leadership competencies, leadership assessments and performance management system for greater traction. Participants inventory their Career Builders, gaps between their now and their ideal, and think critically about how to bridge those gaps. Partner exercises, introspection and tools guide the input and the output.
CAREER CONVERSATION TOOLS
The culminating cross-over event finishes the day: participants engage in a 45 minute live (or phone) conversation with their manager to have their first development conversation using specially developed tools and processes.
ACTION PLANNING
Individual Development Plan – Participants build a compelling Development Plan incorporating all they have learned. Use your own Development Plan template or one of ours to achieve business and personal results. Participants assess their development options in alignment with their vocational incentives. Throughout Action Planning, participants build skills to have critical development conversations with leaders and sponsors.
CAREER BUILDER – INTEGRATED
WAR FOR TALENT
1/2 day for HiPO’s Leader
WAR FOR TALENT
Using an active and competitive simulation, leaders understand the critical elements of developing their talent, hoarding talent, and the impact of NOT developing their department and their talent. Leaders practice “packaging” their department and their talent for greater results across the organization.
CAREER BUILDER
Leaders examine the domain (technical) knowledge, critical experiences and leadership capabilities required for talent development plans within the organization. They learn to focus on the Career Builders to guide the development of their Emerging Leaders (HiPO’s) through compelling plans to compelling futures.
HOW TO HAVE CONVERSATIONS
Leaders use Career Conversations Tools to build skills for critical development conversations with HiPO’s and Emerging Leaders. Participants leave with Development Conversation Cards and templates. Tools are great and…without the ability to have effective conversations, the tools are useless. Create space for conversations to happen. Reinforce existing corporate content and tools, monitor challenges.
SETTING DEVELOPMENT PRIORITIES
Leaders examine the priorities to action with Emerging Leaders – they work with their HiPO talent to action top priorities. Recognize, acknowledge and turn around signs of disengagement. Manage the development of HiPO’s and non- HiPO’s on your team. Lead development both in-role and out of role.
COACHING FOR GREAT WORK
A system that gives leaders the tools to make development and career coaching part of their everyday work. The system helps Leaders and Emerging Leaders to build focus, expand possibilities and create accountability.
CAREER BUILDER – FOUNDATIONS
1 day for HiPO
DREAM BIG
The walls become the catalyst of a compelling future for your leaders as they declare what they want personally and professionally in their lives. The conversation takes a forward thinking direction. Participants see what they write and what others write, encouraged to dig deep for their personal inspiration to build their future. Developed in conjunction with Tiger Woods and Amex, Dream Big helps participants identify success criteria for their career within your organization. This foundational piece of the Career Builder process opens doors and possibilities for your leaders.
MAPPING CAREER PATHS
This exercise identifies possibilities across the organization and different paths to get there. Mapping Career Paths also highlights career traffic jams in the organization and even places with talent shortage. Using life size Organizational Charts, participants identify potential senior level opportunities in at least three areas, or using multiple paths. Guided by framework questions, partner exercises and focused introspection, participants select, consider and visually connect their current role to possible end role(s).
CAREER BUILDER
Participants identify, analyze and put into perspective the various Career Builders (leadership capabilities, critical experiences, and domain or technical knowledge) to reach their career dreams. Integrate your organizational core competencies, leadership competencies, leadership assessments and performance management system for greater traction. Participants inventory their Career Builders, gaps between their now and their ideal, and think critically about how to bridge those gaps. Partner exercises, introspection and tools guide the input and the output.
ACTION PLANNING
Individual Development Plan – Participants build a compelling Development Plan incorporating all they have learned. Use your own Development Plan template or one of ours to achieve business and personal results. Participants assess their development options in alignment with their vocational incentives. Throughout Action Planning, participants build skills to have critical development conversations with leaders and sponsors.
CAREER BUILDER – INTEGRATED
1/2 day follow-up for HiPO
CAREER PRIORITY
An in-your-face check in to ensure that the Emerging Leader (HiPO) is on track with priorities actioned in development plan to date. Like a group coaching session, participants and facilitator work together to uncover things that are working and gaps to progress.
ENGAGE SPONSOR
Sponsorship at the executive level determines success in the HIPO program. The Leader has regular contact with the HiPO, and the Sponsor is engaged periodically over a longer period of time to guide and mentor the Emerging Leader. The Sponsor helps with critical components: identifying opportunities, guiding stretch projects, highlighting skills and potential of the HiPO for other exective team members. And their time is valuable. The HiPO ensures efficient use of time and building ROI in to each conversation. Skills such as POW Openings allow the Emerging Leader to step directly into the Sponsor’s world and demonstrate that they understand it. Engaging the Sponsor through a two-way, results-focused conversation will keep the meetings on track and on schedule.
CAREER CONVERSATIONS TOOL
The Emerging Leader (HiPO) learns key strategies to having forward thinking, honest and real career conversations so that progression is on track for short and long term.
CAREER BUILDER COMPARISON TABLE