Supporting Employee Career Development

Almost every time I speak with juniors or college students, I get asked the same question: “I’m not sure what field I want to work in. How do I decide what to do?” It’s a completely normal feeling — and honestly, I’ve been there too. When I first entered college, I had no clue what specialization to take or what career path to pursue. But here’s the truth: You don’t need to have it all figured out right away. What you need is a plan to explore and narrow it down. Here’s what I tell anyone who asks: 📍 𝗗𝗼𝗻’𝘁 𝗢𝘃𝗲𝗿𝘁𝗵𝗶𝗻𝗸 𝘁𝗵𝗲 𝗕𝗶𝗴 𝗣𝗶𝗰𝘁𝘂𝗿𝗲 — 𝗦𝘁𝗮𝗿𝘁 𝘄𝗶𝘁𝗵 𝗬𝗼𝘂𝗿 𝗜𝗻𝘁𝗲𝗿𝗲𝘀𝘁𝘀 List a few things you genuinely enjoy or find intriguing — like writing, data analysis, designing, or public speaking. Don’t worry about how they translate into a career just yet Action Step: Write down your interests without worrying about how they translate into a career. The point is to recognize your natural inclinations. 📍 𝗘𝘅𝗽𝗲𝗿𝗶𝗺𝗲𝗻𝘁 𝘄𝗶𝘁𝗵 𝗦𝗵𝗼𝗿𝘁-𝗧𝗲𝗿𝗺 𝗖𝗼𝗺𝗺𝗶𝘁𝗺𝗲𝗻𝘁𝘀 Try out your interests through short-term activities like joining a club, taking a beginner’s course, or volunteering for a project. Give it 2–4 weeks and see if you enjoy the process Action Step: Try something for 2–4 weeks and assess: Did you enjoy the process? Did it feel meaningful? 📍 𝗧𝗮𝗹𝗸 𝘁𝗼 𝗣𝗲𝗼𝗽𝗹𝗲 𝗪𝗵𝗼 𝗔𝗿𝗲 𝗔𝗹𝗿𝗲𝗮𝗱𝘆 𝗗𝗼𝗶𝗻𝗴 𝗜𝘁 Reach out to people working in fields you’re curious about. Ask about their day-to-day work, the skills they use, and what they enjoy or dislike about their roles Action Step: Message 3 professionals on LinkedIn and politely ask for a 15-minute chat. Most people are willing to help if you’re genuinely curious and respectful of their time. 📍 𝗙𝗼𝗰𝘂𝘀 𝗼𝗻 𝗦𝗸𝗶𝗹𝗹𝘀, 𝗡𝗼𝘁 𝗧𝗶𝘁𝗹𝗲𝘀 Identify the skills you want to develop rather than getting stuck on job titles. Whether it’s data analysis, storytelling, or management, skills are transferable and will shape your career regardless of the role Action Step: Pick one skill you’re curious about and spend an hour a week learning or practicing it. 📍 𝗔𝗹𝗹𝗼𝘄 𝗬𝗼𝘂𝗿𝘀𝗲𝗹𝗳 𝘁𝗼 𝗣𝗶𝘃𝗼𝘁 Your first choice doesn’t have to be your final choice. Reflect every few months to see if you’re still enjoying your current path. It’s okay to change directions as you learn more Action Step: Set a reminder to reflect every 3 months: Are you still enjoying your current path? If not, what’s next? The Bottom Line: You don’t have to know your exact career path at 20. Just focus on exploring, learning, and building foundational skills — the clarity will follow. To everyone feeling overwhelmed — take it one step at a time. And remember, not having it all figured out is okay — it’s part of the journey. What’s one career option you’re currently exploring? Share below — I’d love to hear your thoughts!👇 #CareerAdvice #CollegeTips #FindingYourPath #SkillBuilding #CareerExploration #EarlyCareerInsights

The World Economic Forum's 'Top skills for 2025'- a clear framework to align your learning and development strategies! If you are wondering how to use this information to develop your team, here's a few ideas 💡 👉Audit Current Programs Compare existing training initiatives with the top skills for 2025 and identify gaps. 👉Tie Skills to Roles Show how the skills map directly to the responsibilities of each role in the organization. 👉Develop Targeted Content Design workshops, e-learning modules, or on-the-job training focused on critical areas like analytical thinking and active listening. 👉Create a Skills Inventory Tool Develop a simple self-assessment tool to help employees rate themselves and reflect on strengths and weaknesses ( I like to use competency tools- the visual works really well!) 👉Mentoring and Coaching Pair employees with mentors or coaches to guide their development in critical skills. 👉Use Development Plans Collaborate with employees to create individual development plans targeting both short-term needs and long-term aspirations. 👉Microlearning Modules: Offer bite-sized learning resources on priority skills to reduce barriers to learning ( Short videos work really well here). 👉Integrate into Appraisals Include questions about employees' progress in skill areas during performance reviews. So... How is your organization preparing employees to develop the skills that will be most critical in 2025 and beyond? I'd love to hear about any innovative approaches or challenges you've encountered. Leave your comments below 🙏 _____________________________________ I'm Catherine- A Lean Business and Leadership Coach. Follow me for daily insights on Lean, leadership, coaching, strategy and organizational behaviour.

𝗪𝗶𝘁𝗵𝗼𝘂𝘁 𝗖𝗮𝗿𝗲𝗲𝗿 𝘀𝘂𝗽𝗽𝗼𝗿𝘁, 𝘄𝗼𝗺𝗲𝗻 𝗵𝗮𝘃𝗲 𝗯𝗲𝗲𝗻 𝗹𝗲𝘀𝘀 𝗶𝗻𝘁𝗲𝗿𝗲𝘀𝘁𝗲𝗱 𝗶𝗻 𝗣𝗿𝗼𝗺𝗼𝘁𝗶𝗼𝗻 𝘁𝗵𝗮𝗻 𝗺𝗲𝗻 𝗳𝗼𝗿 𝟭𝟭 𝗰𝗼𝗻𝘀𝗲𝗰𝘂𝘁𝗶𝘃𝗲 𝘆𝗲𝗮𝗿𝘀! 👩💼 Women at entry‑level are far less likely than men to become managers. ➡️ Only 1 in 3 entry‑level people managers are women. 📉 They are also less likely to receive support from senior leadership, leaving many without the guidance that accelerates careers. 🚀 As a result, far more entry‑level men are placed on promotion paths. Yet, when women do serve as people managers, they are just as likely to aspire to promotion as men. 🤖 Another barrier is less exposure to AI at entry‑level roles, which risks widening the skills gap in the very technologies shaping the future of work, according to a new interesting research published by McKinsey & Company and Lean In using data from pipeline data from 124 organizations employing approximately 3 million people, surveyed 70 companies on their HR policies and practices, conducted interviews with 62 HR executives, and collected insights from 9,500+ employees. ✅ 𝙈𝙮 𝙥𝙚𝙧𝙨𝙤𝙣𝙖𝙡 𝙫𝙞𝙚𝙬:  I find these results deeply worrying. For 11 consecutive years, women at every level have been less likely than men to seek promotion; not because they lack motivation, but because they lack the career support, mentorship, and exposure that make advancement feel possible. The “Broken Rung” at entry level continues to block progress, and now we see AI exposure is strongly linked to optimism about its impact, this disparity risks widening both confidence and opportunity gaps. I worry that without systemic change, we are building a future where women remain sidelined not by choice, but by design. 🙏 Thank you McKinsey & Company Lean In researchers team for these insightful findings: Rachel Schall Thomas Mary Noble-Tolla 🔑What would change if every entry‑level woman had the same access to mentorship, leadership support, and AI exposure as her male peers? #GenderEquity #CareerDevelopment #women #promotion

I’ve coached thousands of job seekers who felt lost and overwhelmed. Here are the 10 steps we start with to find the right path: 1. Your #1 Priority Clarity should be the first thing you invest in. It makes career success SO much easier (at every stage). When you have clarity, you can invest 100% of your energy into that goal. So before you start applying to jobs or grad school? Find your path. 2. The Myth Of “Passion” People think passion is a lightning bolt that suddenly hits you. One day you wake up knowing what you're supposed to do. That's BS. Passion stems from action. It's the result of trying new things. If you want to find your path? You need to act. 3. Map Out Your Ideal Lifestyle Career happiness doesn't come from a job title. It stems from the ability to meet your lifestyle needs: – Target salary – Ideal living situation – Surrounded by people you love – Work that fills your cup Start by defining all of these things. 4. Label Your Energy Next, grab a piece of paper. Make two columns: 1. Energy Creators 2. Energy Drainers Now list out every single activity, task, and project you've worked on. Label each as a creator or drainer. Your career path should be filled with energy creators. 5. Clarify Your Strengths Success is easier when your path plays to natural strengths. I recommend the High 5 Test. It's a 15 minute quiz that will define your top strengths. It'll tell you what each means and how to harness it. Talent: A natural way of thinking, feeling, behaving × Investment: Time spent practicing, developing your skills, or building a knowledge base = Strength: The ability to consistently provide near-perfect performance 6. Find People Doing "Cool" Stuff Now you've created clarity around your strengths, energy, and ideal lifestyle. Next, I want you to find people already living that life. Who has a job you admire? What jobs have seemed “cool” to you in the past? Make a list of 30+ contacts. 7. Reach Out & Learn Make a daily habit of reaching out to one person. Be honest about your situation and desire for clarity. Then make sure to build up their achievements and mention why you admire them. Here's the email template I used when I was on this journey: The Winning Template: Subject: Quick Question  Hi [Name], My name is [Your Name] and I came across your information on LinkedIn while I was looking for people who transitioned into [Industry/Field] from a non-traditional background. Your background is really impressive! I saw you do different fields and [Industry/Field] really piqued my interest. If you have a few minutes, I’d love to hear more about your journey and how you landed in your role today. I know that’s a big ask so no worries if it’s too much. I totally understand. Either way, hope you have a great rest of the week!  

Don’t wait for opportunity - build the skills. These 5 will put you ahead of 90% of people. Year after year, research from leading organisations highlights the same critical skills that drive career success. These are the 5 skills that will always be in demand - plus free resources to master them today: 1. Critical Thinking ↳ Analyse complex problems effectively ↳ Make better decisions under pressure ↳ Find innovative solutions Free resources to develop critical thinking: 📌 Complete Course: "Introduction to Logic and Critical Thinking" - Duke University (Coursera) 📌 YouTube Class: "The Nature of Arguments" - University of Oxford 2. Emotional Intelligence ↳ Understand your own triggers and reactions ↳ Read rooms and situations instantly ↳ Navigate complex relationships effortlessly Free resources to develop emotional intelligence: 📌 Complete Course: "Managing Emotions in Times of Uncertainty & Stress" - Yale University 📌 YouTube Class: "The Power of Emotional Intelligence" - Travis Bradberry 3. Creative Problem-Solving ↳ Find hidden patterns in complex situations ↳ Build simple solutions to difficult problems ↳ Turn challenges into opportunities Free resources for creative problem-solving: 📌 Complete Course: "Creative Problem-Solving" - University of Minnesota 📌 YouTube Class: "The Art of Innovation" - Guy Kawasaki 4. Technical Adaptability ↳ Learn new tools and technologies quickly ↳ Stay relevant in a rapidly changing workplace ↳ Embrace and adapt to technological change Free resources to build technical adaptability: 📌 Complete Course: "Learning How to Learn" - University of California, San Diego 📌 YouTube Class: "The Future of Work" - Dr Tony Wagner 5. Effective Communication ↳ Speak clearly and persuasively ↳ Build stronger professional relationships ↳ Get things done through better collaboration Free resources for better communication: 📌 Complete Course: "Effective Communication for Today's Leader" - Tecnológico de Monterrey 📌 YouTube Class: "Effective Communication Skills" - Matt Abrahams ➕ Save this post. Get the course links from the carousel. Pick one skill. Take action today. ⤵️ Comment below: Which skill are you focusing on first - and why? ♻️ Share this post to help others get the skills to future-proof their careers. ➕ Follow me, Jen Blandos, for daily insights on business, entrepreneurship, and workplace wellbeing.

The secret to standing out isn’t being the best—it’s being different. You don’t need to compete with others on their terms; instead, build a unique combination of skills that only you can bring to the table. This is how you carve a path that’s uniquely yours. This is the advice I shared with young people who feel the pressure to be the “best.” Comparing yourself with others can be an exhausting downward spiral. Your uniqueness is your superpower. Rewrite the rules to work for you. When you’re starting out, carve out a niche. The more narrow it is, the easier it is to stand out and excel. Once you gain a foothold, you can broaden your skillset and expand your impact. Think of it as building a “skills stack.” The idea is simple but powerful: instead of trying to master one area, combine complementary skills from different domains. Each skill you acquire becomes a multiplier for the others. You don’t need to be the best at any single skill—being good at a unique combination is enough to make you stand out. Early in my career, I specialized as an economist. But over time, I recognized that solving complex problems required a multifaceted approach. So, I adapted: blending economics with history, financial markets with psychology, and finance with storytelling. This interdisciplinary approach allowed me to create my own game. Following my own path made work feel like a journey, not a competition. It kept me from getting lost in the trap of comparison. Start small: Choose a skill you’re curious about and think about how it could enhance what you already know. Over time, your stack will grow, making you uniquely equipped for opportunities no one else can match. The world doesn’t need more copies. It needs you, as you are. How are you building your own skills stack? And what advice would you give to those striving to be the best?

As someone who works 7 days a week, I have had to create weekends and strict rest periods inside my days of active work. Saturday and Sundays are more led with personal tasks but I can't fully disconnect from the mission on weekends and so day naps, strict working days of 10am-3am and working after 8pm (the kids bedtime) become a method of achieving all of my goals and commitments. My consideration for you is: Clarify your values: Reflect on what truly matters to you. Identify your core values and aspirations in both your professional and personal spheres. Understanding what is most important will help you make more aligned choices. Set boundaries: Establish clear boundaries between work and personal life. Determine specific times and spaces dedicated to work, and make a conscious effort to disconnect and engage in activities that bring you joy and fulfillment outside of work. Communicate your boundaries to colleagues, clients, and loved ones to foster respect and understanding. Prioritise self-care: Taking care of yourself is crucial for maintaining overall well-being. Prioritise self-care activities that recharge and rejuvenate you, such as exercise, quality sleep, hobbies, and spending time with loved ones. Remember that self-care is not selfish; it enables you to show up as your best self in all areas of life. Assess your workload: Evaluate your workload and responsibilities realistically. Be mindful of taking on too much and learn to delegate or say no when necessary. Recognise that you have limitations, and it is essential to avoid burnout by finding a sustainable balance between productivity and rest. Foster open communication: Engage in open and honest communication with your employer, colleagues, and loved ones about your work-life balance priorities. Clearly express your needs and concerns, and seek solutions that accommodate both personal and professional commitments. Collaborative dialogue can lead to mutually beneficial arrangements. Embrace flexibility: Explore opportunities for flexible work arrangements, such as remote work, flexible hours, or compressed workweeks. Flexibility can help create more space for personal pursuits and enable a better integration of work and life responsibilities. Practice mindfulness and presence: Cultivate mindfulness by being fully present in the present moment, whether you are at work or engaged in personal activities. By focusing on the task at hand, you can enhance productivity, reduce stress, and derive greater enjoyment from your experiences. Regularly reassess and adjust: Recognise that work-life balance is a dynamic process. Regularly assess your approach, considering your changing circumstances and priorities. Adjust your choices and commitments accordingly to maintain a harmonious equilibrium over time.

Leader development doesn't happen just because they show up in an office. Leadership development is a key challenge for many firms, including a lot of hybrid and remote-first organizations that I work with. Managers don't know how to lead distributed teams, leaders who are under pressure to deliver and don't have time to learn, and gaps in who gets mentored -- and who doesn't. Michael Hudson and a team from Hudson Institute of Coaching have a case study on how they helped a global consulting firm build an environment that drove development into how people worked. Highlights below, and you should really read the details -- it's well structured and thought through: 🔸 Structured peer learning: Curated 6 person groups, diverse in experiences, backgrounds, and perspectives; "learning pods that might never have formed organically in a physical office." 🔸 Embedded development: Weekly 15 minute practices to build habits, continual learning and reinforcement. 🔸 Expert-facilitated sessions: Monthly structured forums for group learning and peer conversations. Expert coaches can help you get deeper, faster. 🔸 Competency-Focused Curriculum:  Targeted specific leadership skills, especially around issues like belonging among diverse populations and in distributed teams. Check out the article, linked in comments. Also, I'd personally recommend Hudson Institute of Coaching. I found their LifeForward program to be immensely impactful, and know a number of incredible certified coaches who have been through their program. #Leadership #Development #Coaching #Coach #FutureOfWork

7 questions, #managers should ask during #performancereviews ! Performance reviews are a crucial opportunity to assess progress, provide feedback, and set goals for the future. But sometimes, the traditional format can feel stale and one-sided. Make #performancereviews truly impactful, by asking insightful questions that encourage dialogue . Here are 7 questions to consider: ✅What #accomplishment are you most proud of from this past review period, and why? 🟢This shifts the focus from just tasks , to the employee's perspective on their achievements and motivations. ✅What were some of the biggest #challenges you faced, and how did you overcome them? 🟢This helps identify areas for improvement and highlights the employee's problem-solving skills and resilience. ✅In which areas would you like to improve the most, in the coming year? 🟢This opens a conversation about development #goals aligned with the employee's aspirations and the company's needs. ✅What skills or #training do you believe would be most beneficial for you to excel in your role? 🟢Empowering employees to identify their own development needs demonstrates a commitment to their growth. ✅What are your long-term #career goals, and how does your current role fit into that picture? 🟢Understanding career aspirations helps managers align employee development with future opportunities within the company. ✅Do you feel you have the resources and support you need to be #successful? If not, what can I do to better equip you? 🟢This fosters open communication and demonstrates managerial commitment to providing the tools needed for success. ✅What is one thing I, as your #manager, could do differently to better support you? 🟢Encourages honest feedback and allows managers to identify areas for improvement in their own leadership style. Try this and watch your employees feel more empowered and engaged! #performancemanagement #employeereview #communication #leadershipdevelopment #careerdevelopment LinkedIn LinkedIn Guide to Creating LinkedIn News India

One of the greatest privileges a leader has is the ability to elevate those around them. Whether you are the leader of an entire function or just a few people, I believe there is no greater proof point to a leader’s impact than when their teams achieve their greatest potential. For many organizations, Thermo Fisher Scientific included, Q1 is highlighted by annual goal setting. But a priority for us throughout 2024 is to ensure career conversations are bigger than simply checking a box once a year. When I think about actively supporting the careers of my team and our HR function, a few strategies come to mind: - Check in often. Use regular 1:1s to assess progress and pivot where needed so the colleague feels they are continuing to progress toward their aspirations. - Use your tools. Many companies offer robust talent planning resources; use what is available to coach your team along the way. - Invest in your own development. Coaching others is a learned skill so do not assume you are always doing it right. - Champion the wins. Use your voice to shine a light on the success of others, fueling them to maintain the momentum. - Be the matchmaker. Keep an eye open for new projects or stretch opportunities based on the colleague’s aspirations. With ever-competing priorities, we all have room to grow when it comes to actively supporting careers. But when do this well, it is a win for everyone– for our companies, our teams and ourselves. #careerdevelopment #lifeatthermofisher