Career Strategy

As organisations seek to be agile and respond to market conditions, the best recognise that successful change depends on establishing the right ‘career deal’ with each segment of your workforce.

Career can be defined as a series of work experiences, shaping and shaped by an individual’s sense of identity and worth, in the organisation and beyond.

A career strategy is a structured approach to developing capabilities, tools and resources in an organisation, which will enable people to navigate this career ‘journey’ successfully. It is through these individual journeys that an organisation builds its capability and its ability to change, so an organisation’s approach to career is critical to its success.

Our approach to career strategy is based on a career partnership approach, recognising that both the individual and the organisation are seeking benefit from the partnership. Articulating what career means in an organisation is critical.

Our model shows five areas of organisational activity (usually owned and operated by HR) which have an impact on career in an organisation and need to be addressed in an organisational career strategy.

Ci can help you develop and implement your career strategy through:

  • Consultancy and workshops to equip internal change agents in the following areas:
    • Building the business case for career support
    • Design of career strategy and career support programmes
    • Definition of your ‘career deal’ as part of your employee ‘value proposition’
  • Project management of career support programme implementation
  • Development of career-related communications (eg website design, internal ‘key messages’)
  • Evaluation of impact of career support programmes
  • Provision of career tools, resources and coaching

What are the benefits?

An effective career strategy builds an agile and engaged workforce. Focusing on careers will:

  • Improve Resourcing by attracting talent, underpinning internal mobility and enabling flexible working
  • Grow Capability by increasing people’s motivation to learn, and by supporting on-the-job learning
  • Inspire Performance by equipping managers with the skills to engage and develop people
  • Support Change by giving people confidence to alter their work