3 Steps To Create Your Own Career Development Plan

Popular 3 Steps To Create Your Own Career Development Plan Dorothy Tannahill-MoranJenna ArcandSeptember 23, 2022Young professional creating his career development plan Bigstock {"adCodes": [{"desktop": "\u003cdiv class=\u0027rblad-wit_content\u0027\u003e\u003c/div\u003e", "display": true, "mobile": "\u003cdiv class=\u0027rblad-wit_content\u0027\u003e\u003c/div\u003e", "new_amp": "\u003camp-ad width=336 height=280\n type=\"doubleclick\"\n data-slot=\"/22278042776,22664312254/wit/wit_content\"\n data-multi-size=\"300x250\"\u003e\n\u003c/amp-ad\u003e", "order": 0, "tablet": "\u003cdiv class=\u0027rblad-wit_content\u0027\u003e\u003c/div\u003e"}, {"desktop": "\u003cdiv class=\u0027rblad-wit_content\u0027\u003e\u003c/div\u003e", "display": true, "mobile": "\u003cdiv class=\u0027rblad-wit_content\u0027\u003e\u003c/div\u003e", "new_amp": "\u003camp-ad width=336 height=280\n type=\"doubleclick\"\n data-slot=\"/22278042776,22664312254/wit/wit_content\"\n data-multi-size=\"300x250\"\u003e\n\u003c/amp-ad\u003e", "order": 1, "tablet": "\u003cdiv class=\u0027rblad-wit_content\u0027\u003e\u003c/div\u003e"}, {"desktop": "\u003cdiv class=\u0027rblad-wit_content\u0027\u003e\u003c/div\u003e", "display": true, "mobile": "\u003cdiv class=\u0027rblad-wit_content\u0027\u003e\u003c/div\u003e", "new_amp": "\u003camp-ad width=336 height=280\n type=\"doubleclick\"\n data-slot=\"/22278042776,22664312254/wit/wit_content\"\n data-multi-size=\"300x250\"\u003e\n\u003c/amp-ad\u003e", "order": 2, "tablet": "\u003cdiv class=\u0027rblad-wit_content\u0027\u003e\u003c/div\u003e"}], "adsOrder": [2]}

If you're wondering how you're going to get where you want to be in your career, there are some simple steps you can take that will help you create your own career development plan.

Let's not be confused by the word “simple." Sometimes the simplest of concepts or steps can be tough to do because they require some intense thinking and effort. Yet, your think time and effort are an investment in your future and career happiness, which make it all very worthwhile to plan your career growth today.

1. Figure Out Your Destination

As with all efforts, you must be clear about your direction when you create your own career development plan. You don't take a road trip without knowing where you want to end up. You also don't need to overly complicate this task. I think the following questions are helpful in thinking about your destination.

Where do you want your career to be in two years?

I like this question because this window is close enough to your current reality that it's easy to visualize.

Where do you want your career to be in five years?

If you see that your two-year goal is merely a step in an overall direction, then this question helps you define a longer-term career growth goal. Sometimes it's difficult to see that far out in time as life and different opportunities present themselves and can cause you to reset your plans. That's okay, but it's good to be looking "two steps ahead."

What makes these targets resonant for you?

Don't make a goal just for the sake of making one. You need a goal that helps to motivate you into action. If you're making a goal based on what someone else wants, it also isn't going to be that compelling for you. Being clear on your direction means being clear that this direction is inspiring and motivational, and knowing what is driving you to it.

2. Do A Gap Analysis Professional man doing a gap analysis for his career development plan

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A gap analysis is where you figure out the differences in the qualifications between where you are right now and your two-year goal or next step. Using a job posting or job description for the position you are aiming at is a good way to get specific information about the skills and experience that are expected. I think it is good to get more than one job description (perhaps one from your company and one from a competitor) in order to ensure you aren't missing any key items during your analysis.

Go through the job description line item by line item and rate your current state of skills, education, or experience to what is listed. Your rating system can be as simple as 1-10, with 10 a perfect match and one being completely missing. As you rate, make notes about your thought process for future reference.

Once you have completed this exercise, identify all of the items where there is anywhere from a fair amount to a substantial amount of development that is needed. Look for commonalities and clump those together as a category. You will discover that there will be themes to your gaps.

Also, don't get too compulsive about where you don't think you're a perfect match but think you have fairly developed skills. If they are mostly present, they will make you a competitive candidate and shouldn't require too much development attention. You now have a list of development items.

3. Create Your Development Plan Woman writes down career goals she wants to achieve for her career development planBigstock

You are now fully armed with a clear two-year goal and all the details of where and what you need to develop to get you where you want to go. Your plan will be best if you can consult with your boss and/or a mentor to help you with ideas on how to get the skills you need to add.

There may need to be some logical order to a few of the items on your list. Sometimes you need to do X before you can do Y. Make these among the highest priority items so you can accomplish these things and move on to others. Usually, there are multiple ways of accumulating the skills you need for career growth.

You may also want to have multiple ways of beefing up your skill set to add depth to it. An example is if you want to move to a project management position, you may want to get a certification and also ask for project responsibilities. Initially, these may be small, which is fine; they will give you an opportunity to grow and learn. In addition, you may need to research various ways to get the skills you need to grow in your career.

Once your research is done, it will give you ideas on how you can approach these items. You need dates. You need to keep yourself accountable to your plan. And the best way to do that is to give yourself a "start by" date.

You can't predict how long or how much work you will have to do in order to develop the skill at the level you need, but you do have control over the action you take to get started. Keep track. You need to pay attention to your career development plan a minimum of twice per year. This will allow you to stay focused on your progress and remind you of next steps.

Career development is the sort of thing that you can easily forget about until you wake up one day to realize you have gone nowhere and aren't having fun. You are responsible for where you go in your career. With a little bit of planning, you can accomplish great things.

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This article was originally published at an earlier date.

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Have you interviewed for a job and got caught off guard with the salary question? Do you struggle to identify a reasonable salary range that you feel comfortable with? If so, we're here to show you the right way to conduct salary research!

These days, the hiring manager or recruiter will most likely ask about your salary expectations in the first or early round of the interview process. If you aren’t ready for this conversation, it can make you look unprepared, diffident, or worse….costing you the entire job opportunity.

So, let's show you how to avoid that and talk about your desired salary with confidence!

In this training, you’ll learn how to:

  • Figure out the correct sites to explore while doing salary research
  • Identify the tools you need to figure out your market value
  • Choose a salary range that you feel comfortable with

Join our CEO, J.T. O'Donnell, and Director of Training Development & Coaching, Christina Burgio, for this live event on Wednesday, September 28th at 12 pm ET.

CAN'T ATTEND LIVE? That's okay. You'll have access to the recording and the workbook after the session!

Sign-up buttonRead moreShow lesssalary research {"customDimensions": {"1":"Jenna Arcand","3":"live events, career events, j.t. o'donnell, jt o'donnell, christina burgio, career advice, career, career growth, professionals, job search, job seekers, job interview, job search tips, job search advice, salary, salary research, conducting salary research, researching salary, job salary, salary range, salary requirements, how to conduct salary research, interview, job interview tips, interview tips, salary expectations, ~rmsc:rebelmouse-image:31700834, ~rmsc:rebelmouse-image:31704571, ~rmsc:rebelmouse-image:30319455","2":"cover-letter","4":"09/23/2022"}, "post": {"split_testing": {}, "providerId": 0, "sections": [0, 376490081, 562457120, 370480899, 376489574, 376489962, 404327439, 376489624, 479660731, 543270555, 473310813, 473333499], "buckets": [], "authors": [19836096]} } Get Some LeverageSign up for The Work It Daily NewsletterEnter emailSubscribeFollow window.googletag = window.googletag || {cmd: []}; googletag.cmd.push(function() { googletag.defineSlot('/22278042776,22664312254/wit/wit_multiplex', ['fluid'], 'wit_multiplex').addService(googletag.pubads()); googletag.enableServices(); googletag.display('wit_multiplex'); }); Community Understanding — The Trainer’s “Holy Grail” Liam AndersonSeptember 23, 2022Manager conducts a work training Bigstock {"adCodes": [{"desktop": "\u003cdiv class=\u0027rblad-wit_content\u0027\u003e\u003c/div\u003e", "display": true, "mobile": "\u003cdiv class=\u0027rblad-wit_content\u0027\u003e\u003c/div\u003e", "new_amp": "\u003camp-ad width=336 height=280\n type=\"doubleclick\"\n data-slot=\"/22278042776,22664312254/wit/wit_content\"\n data-multi-size=\"300x250\"\u003e\n\u003c/amp-ad\u003e", "order": 0, "tablet": "\u003cdiv class=\u0027rblad-wit_content\u0027\u003e\u003c/div\u003e"}, {"desktop": "\u003cdiv class=\u0027rblad-wit_content\u0027\u003e\u003c/div\u003e", "display": true, "mobile": "\u003cdiv class=\u0027rblad-wit_content\u0027\u003e\u003c/div\u003e", "new_amp": "\u003camp-ad width=336 height=280\n type=\"doubleclick\"\n data-slot=\"/22278042776,22664312254/wit/wit_content\"\n data-multi-size=\"300x250\"\u003e\n\u003c/amp-ad\u003e", "order": 1, "tablet": "\u003cdiv class=\u0027rblad-wit_content\u0027\u003e\u003c/div\u003e"}, {"desktop": "\u003cdiv class=\u0027rblad-wit_content\u0027\u003e\u003c/div\u003e", "display": true, "mobile": "\u003cdiv class=\u0027rblad-wit_content\u0027\u003e\u003c/div\u003e", "new_amp": "\u003camp-ad width=336 height=280\n type=\"doubleclick\"\n data-slot=\"/22278042776,22664312254/wit/wit_content\"\n data-multi-size=\"300x250\"\u003e\n\u003c/amp-ad\u003e", "order": 2, "tablet": "\u003cdiv class=\u0027rblad-wit_content\u0027\u003e\u003c/div\u003e"}], "adsOrder": [2]}

How do you know if you understand something?

I am a non-technical person working in an IT company. My colleagues will often tell me something technical. Sometimes I understand what they are saying. Sometimes I have no idea what they are talking about. Sometimes I think I understand what they are telling me when they are telling me, but then later I realize that I don’t understand it at all.

Understanding is complex. As communicators and trainers, we need to think about how understanding works to communicate and train effectively.

We are all communicators and trainers at one time or another.

What Is Understanding?Employees take notes during a work training

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A quick Google search of “understanding” does not provide a clear answer.

Researchgate, quoting “Newton, 2000,” says, “Understanding implies being able to think, act and apply the knowledge in different ways in various situations.”

Robert Ryshke, writing in “gse.harvard.edu,” states, “Understanding a topic of study is a matter of being able to perform in a variety of thought-demanding ways with the topic.”

Artseducator.org says something very similar: “Understanding is a matter of being able to do a variety of thought-provoking things with a topic.”

Let’s Ask Again: How Do You Know If You Understand Something?Decoding/understanding concept

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If someone explains something to you and then asks you if you understand it, you will probably reply based on how you feel.

As a trainer, you may well look at your trainees’ faces to see if they understand the material. When they don’t understand, they may look uncertain or give you the “What are you talking about?” look. (My two-year-old niece is very good at that!)

The feeling that you understand is sometimes deceptive. This is why educators use “output activities” or tests to see if trainees really understand.

How Can We Test Understanding?understand your customer concept

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The worst thing you can do is ask: “Do you understand?” It puts the burden of understanding on the trainee. If he doesn’t understand, it’s the trainer’s fault. She needs to explain the content in a different way.

When learning in groups, trainees may not say they do not understand for fear of looking stupid in front of their colleagues.

There are a number of options you can build into your training plan. These options are based on Wiggins and McTighe’s “6 Facets of Understanding”:

  • Ability to explain the content: This has to be more than just repeating the material verbatim. Let’s imagine you are teaching sales agents a new sales script. If your trainees create a mind map to explain the material they received in a PowerPoint presentation, they are reformatting the information and engaging with it at a deeper level than they would by repeating it.
  • Interpreting the content: To see how well your agents might understand the sales script, ask them to explain it to their colleagues as if the other person was five years old, their grandmother, or to an alien from another planet. Their challenge is to explain it to someone who does not have the same contextual knowledge that they do.
  • Applying the content: When teaching your sales team the new script, this will include getting them to role play it. One trainee will be the salesperson and the other the customer. Role plays can include “what would you do if…?” scenarios to practice dealing with different types of customers and handling different objections.
  • Having a perspective based on the content: You can build this into the role plays by asking the “customer” to play a specific kind of customer and behave as this kind of person might behave. In a business-to-consumer scenario, this might involve playing roles representing different demographics. In a business-to-business context, this might mean playing the roles of customers in different verticals who have different requirements and different ways of behaving. Builders have different needs and behave in different ways from bankers.
  • Empathize: When adopting roles in the role-play training, ask trainees to imagine how customers might feel and put those emotions into the training. This could include angry and aggressive customers. This gives trainees playing the salesperson’s role the chance to test their skills in handling an angry customer, while it gives the trainee playing the “angry customer” the chance to imagine how the angry customer is feeling, and adjust how she handles him accordingly.
  • Have self-knowledge: Some trainees may find this uncomfortable since trainees need to examine their own reactions and feelings towards the content. For salespeople, particularly after they have role-played a demanding conversation, this may help them to understand and manage their own emotional responses when facing, for example, angry customers.
  • The Ball’s In Your Court!Woman trains her colleagues at work

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    Are you planning some training? How do you know that you understand the content well enough to train it? What questions are you afraid people will ask? How do you plan to test your trainees’ understanding?

    I’d love to hear more about it! Drop me a line!

    Further reading...

    The following article may be both relevant and useful: Explaining How Things Work: How To Do It And Why It Matters

    Read moreShow lessimportance of understanding {"customDimensions": {"1":"Executive Community, Liam Anderson","3":"importance of understanding, understanding, trainers, training, trainees, workplace, work, what is understanding, how do you know if you understand something, how to test understanding, educators, teachers, ~rmsc:rebelmouse-image:31812599, ~rmsc:rebelmouse-image:31812592, ~rmsc:rebelmouse-image:31812569, ~rmsc:rebelmouse-image:31812564, ~rmsc:rebelmouse-image:31812593","2":"community","4":"09/23/2022"}, "post": {"split_testing": {}, "providerId": 0, "sections": [0, 544324100, 544398580, 544398581, 479660731, 544398590, 473333499], "buckets": [], "authors": [21030904, 25006587]} } Community Executive Spotlight: The Biggest Misconception About Your Job Jenna ArcandSeptember 22, 2022Executive stands and smiles during a work meeting Image from Bigstock {"adCodes": [{"desktop": "\u003cdiv class=\u0027rblad-wit_content\u0027\u003e\u003c/div\u003e", "display": true, "mobile": "\u003cdiv class=\u0027rblad-wit_content\u0027\u003e\u003c/div\u003e", "new_amp": "\u003camp-ad width=336 height=280\n type=\"doubleclick\"\n data-slot=\"/22278042776,22664312254/wit/wit_content\"\n data-multi-size=\"300x250\"\u003e\n\u003c/amp-ad\u003e", "order": 0, "tablet": "\u003cdiv class=\u0027rblad-wit_content\u0027\u003e\u003c/div\u003e"}, {"desktop": "\u003cdiv class=\u0027rblad-wit_content\u0027\u003e\u003c/div\u003e", "display": true, "mobile": "\u003cdiv class=\u0027rblad-wit_content\u0027\u003e\u003c/div\u003e", "new_amp": "\u003camp-ad width=336 height=280\n type=\"doubleclick\"\n data-slot=\"/22278042776,22664312254/wit/wit_content\"\n data-multi-size=\"300x250\"\u003e\n\u003c/amp-ad\u003e", "order": 1, "tablet": "\u003cdiv class=\u0027rblad-wit_content\u0027\u003e\u003c/div\u003e"}, {"desktop": "\u003cdiv class=\u0027rblad-wit_content\u0027\u003e\u003c/div\u003e", "display": true, "mobile": "\u003cdiv class=\u0027rblad-wit_content\u0027\u003e\u003c/div\u003e", "new_amp": "\u003camp-ad width=336 height=280\n type=\"doubleclick\"\n data-slot=\"/22278042776,22664312254/wit/wit_content\"\n data-multi-size=\"300x250\"\u003e\n\u003c/amp-ad\u003e", "order": 2, "tablet": "\u003cdiv class=\u0027rblad-wit_content\u0027\u003e\u003c/div\u003e"}], "adsOrder": [2]}

    There are misconceptions about every job. And the longer you stay in the same line of work, the more misconceptions you'll hear from those not familiar with what you do. Executives in particular have had many years to discover the misconceptions about their work.

    We recently asked our leading executives what the biggest misconception about their job is—to gain some insight about their profession.

    Here are their responses...

    Jim Black, Engineering & Technical ExecutiveEngineers work on computers

    Image from Bigstock

    I am an engineering executive, and I am very technical in nature. I also admit I am a NERD. My job expects me to be a nerd, and I know many things. I lead a highly specialized aviation testing group with over 100+ years of experience. These men and women are the best in the industry. I work every day to keep up with their expertise as an outsider.

    The misconception about my line of work is simple... I rarely have all the answers. I need to rely on my team, my peers, my network, and my friends to share ideas. By collaborating with my team, I can find solutions. By working with peers, I can help guide the group to improve. Friends and colleagues often lead me to new insights and better ways of thinking.

    Engineers come off as "know-it-alls" and experts in their field. We did not get there overnight. We worked with many people and collaborated over time to gain this expertise. Very, very few engineers and scientists are like "Sheldon Cooper." Many of us work with great people to share ideas and develop new solutions for today's problems. Our secret weapon is our ability to collaborate and combine experiences. Rarely do we work alone or have brilliant ideas given to us by divine intervention. Our solutions require hard work and sharing with others.

    Jim Black is an engineering professional focused on the development of technical professionals. He is also a professional bass player.

    Andrea Markowski, Marketing ExecutiveMarketing team does a market and audience analysis

    Image from Bigstock

    Some people may think that marketing executives spend all day placing advertisements. Advertising is certainly an important ingredient in the overall marketing pie, but it is only a small slice.

    The supporting crust of the marketing pie is an in-depth understanding of the target consumer and how to best communicate to them the value of a product or service. This is done through loads of research and data analysis (the ingredients) that inform strategies (the recipe) and, ultimately, actionable tactics (assembling the pie).

    One of those tactics is often paid promotion in various channels, AKA advertising, which is viewed as the whipped cream and cherry on top!

    Outsiders usually only see that delicious pie topping and don’t realize all the work that went into baking the pie that supports the topping and makes it appealing enough to eat. Bon appétit!

    Andrea Markowski is a marketing director with specializations in strategy development, digital tactics, design thinking, and creative direction. She has superpowers in presentations and public speaking.

    John Schembari, Senior Education ExecutiveMan on laptop listens to a teacher

    Image from Bigstock

    Since schools tend to seek out consultants during periods of challenge, they often are looking for quick fixes to their problems and expect education consultants to direct them accordingly. While expedient, client schools won’t grow in their expertise around best schooling practices and/or systemic processes if consultants "tell" schools how certain opportunities for school improvement should be addressed. Consultants aren't the people necessarily doing the day-to-day implementation work; long-term positive change happens best, therefore, when staff is consulted/vested in the next steps.

    An education consultant serves as an outside thought partner when looking at school/community-based data, listening to stakeholders about wants/needs, and helping schools develop effective strategic improvement plans. Yes, education consultants should share knowledge of best practices gained from having worked within many school settings but, ultimately, the chosen course of action needs to be owned by the school. It is the consultant's responsibility to follow up consistently with the client, throughout the length of the contract, to ensure that improvement milestones are being met. Good education consultants work themselves out of a job.

    John Schembari is a current K-12 teacher/school leader academic improvement coach and former school building and district administrator. He loves to draw, travel, swing dance, and read nonfiction.

    Lisa Perry, Global Marketing ExecutiveDigital marketing concept

    Image from Bigstock

    Unfortunately, there are many misconceptions about marketing. Too many to list here. The biggest misconception about marketing is that it is an external activity. For example, if you have a campaign, advertising campaign, or email campaign, these are external activities. Marketing is an internal process of exploring, creating, and delivering value to meet the needs of a target market in terms of goods and services. It’s the strategic work you do, figuring out who your customers are, what their needs are, where they are, and how to communicate with them. Make no mistake, marketing is a leadership function that, when done correctly, will develop the strategies that drive lead generation, conversions, fulfillment, and revenue.

    Lisa Perry helps companies build leadership brands, driving loyal customers & delivering profitability. She does this through a process that builds brands consumers love. Her goal is to help companies develop, monetize, and grow their brands.

    Dr. Hannah Hartwell, Learning & Development ExecutiveLearning and training concept

    Image from Bigstock

    ​One common misconception about learning and development is that “everything” can be solved with training; that is, offering training is the only way to solve business problems. It’s empowering for professionals to think training can have such amazing business problem-solving skills. However, training is not always the solution. I would need to ask more about the business problem, including the direct impact, the audience, the resources available, and the desired timeline. Often when I meet with clients and colleagues, we figure out more appropriate solutions—sometimes it’s training but not always.

    Dr. Hannah Hartwell is a learning and development executive and change management practitioner with 15+ years of business transformation experience in the healthcare, pharmaceutical, higher education, and professional services industries.

    Carla Biasi, Personal StylistPersonal stylist helps a client pick out some clothes

    Image from Bigstock

    The biggest misconception is that we shop all day. While we do shop to learn about current trends, merchandising ideas, and services, we study trends and learn how to incorporate them into everyday living. We study color and body type analysis so our customers look and feel their best.

    We understand the human psyche and how to work with people of different backgrounds and personalities. Stylists help individuals build confidence and self-esteem. We work with their concerns and create images that propel people forward.

    Our financial skills include creating budgets and how to save our customers money.

    We are professional and can earn certifications.

    Personal stylists can truly wow the executive community.

    Carla Biasi is a personal stylist living on the Mississippi Gulf Coast. She currently has her own business and works part-time at an upscale women's boutique and as a virtual and kit stylist for a women’s specialty brand.

    What's the biggest misconception about your job? Join the conversation inside Work It Daily's Executive Program.

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    Originally posted on: https://www.workitdaily.com/how-to-create-career-development-plan