You Need a Career Development Plan

The other day a client said “I feel like I’m as smart as everyone I work for. When is it going to be my turn to be the one in charge?”

Maybe you’ve never said it out loud, but have you ever had some version of the same feeling? I suspect we all have at some point. Sometimes the professional waiting game can feel eternal. When do I get to be the boss? Or the one interfacing with the client? Or the one to decide or hire or teach or lead the meetings?

These aren't just idle questions; they're a little thing I like to call career goals. They're the aspirations that drive us.

But asking questions is only a start. If you're going to meet your goals, you need a career development plan.

What is a career development plan?

The words "career development plan" seem to describe something formal and specific, much like a business or marketing plan. But in reality, your career development plan can be as informal as you'd like. As long as you define the purpose of your plan and understand how it serves your career goals, you can design and rock a plan that will get you where you want to go.

Career development is simply a strategic set of actions you take to grow in your career by building your knowledge, skills, and experience.

So, let’s talk about it. Career development is simply a strategic set of actions you take to grow in your career by building your knowledge, skills, and experience. And your career development plan is a written account of those actions.

Do you need a written plan? No. But it’s a great way to stay motivated and committed to your own career. A strong career development plan will position you to move further and faster, expanding your definition of success, and empowering you to achieve it on your terms.

How to build a career development plan

The good news is you only need two things to build a career development plan, and neither of them is money.

You need goals and commitment. That’s it.

Sometimes bigger companies will have formal development programs, but many don’t. And those that do often require you to be nominated and follow their schedule, their agenda. These programs tend to be tailored to the company’s needs and goals. Those company goals may or may not align with your own.

My advice today is about defining your goals, your terms, and then customizing your development accordingly.

Here’s how I’d suggest approaching it.

Begin with career goals

Where do you want to be in five years? Five months? You may have total clarity and a concrete goal.

I want to be the senior manager of the engagement team.

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