Tuesday, July 30, 2013

Building a Career Development Corporate Culture

There are several key concepts to creating a career development corporate culture, and all of them require organizational transparency with career development as a foundational objective to be successful.


Organizations must define a vision of what they want career development to look like within their particular organization. Since all organizations have a different idea of how long they want their employees to stay, as well as how much they want them to grow, every organization’s vision will be different.

Some organizations only want their employees in their role for a few years, and then want them to move on. Others want their employees to come to them with mature skill sets that require little to no training, but want them to perform for a longer period of time. Every vision requires a different approach. Likewise, the vision should represent the organization and be used to create a career vision statement that is then shared with employees.


Career development corporate culture should grow around that vision statement, with dialogue between employees and organization as its main feature. This dialogue should cover at least three main points: employees’ internal views of themselves and their values, how employees relate to others, and opportunities inside and outside the organization.

A consultant’s role is to help you determine your culture concerning your dialogue with your employees regarding these points, as well as how to communicate what career development options, resources, and activities you offer them.

Tools and Resources

These are resources that help employees understand how they as individuals fit into the organization’s career model, and go back to the concept of the Career Matrix. These tools might include:
  • Up-to-date job descriptions, profiles, and competencies for all positions within the organization (read more)
  • An intranet
  • Access to social media for networking purposes
  • Competencies and personality assessments
  • Career exercises
  • A way to track and review developmental progress
  • Coaches and/or mentors

Career Mobility Options

Generally letting your employees know where they can move within the organization and what’s required to do it ties back into showing your employees the door – a principle which increases employee engagement and retention of top talent.


Diversification and specialization are more advanced career movement options for targeted groups or areas of the organization. Diversification is used when the organization perceives either over or underrepresentation from certain types of groups, and wants to incentivize movement to enrich or balance an area of business. There is no limit to the ways you can diversify your business – diversification can refer to skill set, personality type, and level of competency, as well as gender and race.


Specialization puts more focus on the skill sets of certain groups of people. High-potential, fast-track, and management training programs are examples of specialization offerings. Providing these kinds of programs doesn’t just mean more highly developed talent for your organization – it also increases their likelihood of staying with you, and gives you the ability to track their performance history and trajectory.

Learn more about Insala's career development solutions


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