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The start-up guide to career development
One of my clients is the CEO of an early-stage start-up. The business is thriving and anticipating big growth.
Top-of-mind for them when it comes to talent:
- Growing the capabilities of their internal team to be ready to lead what the company will be in two years.
- Optimizing the performance of the small-but-mighty team they have today.
- Modeling leadership behaviors expected/desired as new talent joins the enterprise.
In this article, we’ll take a look at the recommendations I have for his team…and every team like his. This guidance is designed for:
- Start-up leaders who value talent and are ready to build the infrastructure for a great culture
- Leaders and managers who want to build a strong team that delivers results and where people grow
- Organizations that are frustrated with current processes and want to start fresh
Growing the capabilities of the internal team
Create the future org chart (6 months, 2 years…whatever inflection points make sense).
For each role in the org chart, articulate 3–5 key responsibilities.
Then, work backwards.
In each of the three buckets below, co-create a development plan with the team member that indicates the specific learning, practice, or support they need in order to be…