Coaching someone on their career when you don't have one to offer
"The best way to predict the future is to create it." Abraham Lincoln
When I counseled (appraised/coached) my people in the Army I would always have a career timeline handy. It was important to review it and to offer sage advice on what jobs the individual needed, what skills they needed to develop, and where they needed to position themselves for career advancement - rank, pay, and assignment. In the Army I could see more than a decade into the future of one's career and it was a vitally important part of my counseling sessions. The wrong move could make an officer or non-commissioned officer less competitive for advancement or even bring their career to a halt. I enjoyed passing on my career lessons and helping my people achieve not only higher rank but also fulfillment in their lives. It was my duty as a leader.
A private business, especially a small business, cannot see a decade or more into the future and may not be able to clearly identify higher positions and pay. However, career coaching is no less important. All people, especially the Z and Millennial generations want to know what is ahead for them. They want to know if there is some chance of growth and advancement - personal and professional. It is our duty as leaders to deliver.
Instead of a rigid, predictable military career timeline, a leader can and should sketch out what advancement looks like - what the next step is for an individual. In this conversation, it is important to ask the individual how they define growth and what future goals they have. Promises don't have to be made, rather an explanation of how someone might be able to achieve that growth and advancement, such as what skills and potential you desire to see. Leaders should coach career timeline agnostic of their organization. If a person peaks in your company, you should offer them an opportunity to join another company where they could continue upward.
Career coaching ought to include one's personal timeline. I included key milestones for my children on my career timeline such as high school graduation. It is important for leaders to know where their people are headed, or desire to head in their lives. Leaders should challenge their people to achieve personal goals and support them in their journey. This is a more holistic approach to career advancement and the next generation desires this.
My subject line was wrong. You do have something to offer. Don't miss an opportunity to have a career discussion with your people. Don't let the fact that you may not have a 'tall ladder' for them to climb in your company stop you. There is a tall ladder but it likely extends beyond your organization and people should be afforded the opportunity to climb it. By doing this, you'll create an engaged employee who is in no hurry to leave your effective leadership.
Make it Personal!
Rob
Rob Campbell