Career Advancement Program©
Organizations increasingly consider L&D less as a cost center, and much more as an investment with expectations for a return. Measuring and reporting the impact of learning has become a prominent demand on L&D leaders and practitioners.
The CAP program makes a business case for high-impact leadership development. Our delivery is focused on a “Learning by Executing” Methodology. Whether you focus on emerging capabilities or deeper business strategies and transformations, our leadership development solutions are designed according to a Learning by Executing” high impact methodology which connects learning concepts to real life.
Why Leadership is Important in the Workplace
Leadership is essential for many reasons, not the least of which is employee retention. Several research studies demonstrate how different leadership styles in organizations have a major impact on employee retention. Transformational leadership, in particular, is a particular style that encourages intellectual stimulation and individualization.
Transformational leaders motivate employees by empowering them and cultivating a space where they can share their ideas. This type of environment allows employees to feel valued and leads to less employee turnover.
Increased productivity is another reason leadership is important in the workplace.
Leadership styles, such as coaching and pacesetting, can help establish productivity in different work environments. A coaching leadership style encourages employees to set both long-term and short-term goals and develop the skills necessary to reach them.
Action Based Coaching
Our individual, group, and project-based coaching drive personal growth and enhance the impact leaders have on their organizations. Leadership Coaching emphasizes leadership development growth and capability gaps.
Coaching delivers Project Feedback focused specifically on participants’ assignments and projects to help them achieve the best possible results.
Drive Lasting Impact
To encourage employees towards organizational success and foster growth, leaders demonstrate five core traits:
1. Clear communication
2. Passion
3. Decisiveness
4. Individual connection
5. Dedication to team unity
The CAP Program enhances characteristics:
• Decisiveness, the ability to make decisions, mostly when under pressure
• Trustworthiness
• Empowerment of others
• Clear communication
• Resilience
Businesses are committed to the importance of employing successful managers and approximately 95% of organizations plan to increase or maintain spending on leadership development, according to the Chief Learning Officer Business Intelligence Board.
What is career advancement?
Career advancement is progression to the next level of your career. This type of progress may produce an enhanced job title, increased responsibilities, new skill sets, and a higher salary. For individuals motivated by growth, pursuing career advancement can improve job satisfaction, open new opportunities, and produce continued learning pathways.
Career advancement has a different meaning for many people. To specify what career advancement looks like for you, it’s important to clarify your values and goals. Some examples of what career advancement might look like are:
- Getting a promotion
- Moving into a new department or field
- Expanding your job responsibilities
How to advance your career.
Even if a new job isn’t your specific objective, advancing your career can feel like starting a new position along your desired career path. So the approach to advancing your career will often be similar to the job search process.
Important steps:
- Determine your career goals.
- Plan your desired advancement path.
- Work toward growth.
- Pursue new opportunities.
A closer look at each advancement stage.
Level-up your credentials.
Enhancing your credentials can open up new career opportunities or clear a path to a promotion. Credentials can include certifications, professional certificates, and degrees. See what makes the most sense for both your short- and long-term career goals. Once you get your credential, don’t forget to inform your manager and list it in relevant places like your resume and LinkedIn profile.
Goals might look like the following:
- Earn a certification in your field in the next quarter or year
- Complete a professional certificate
- Find five degree programs to begin applying to
How to set your professional development goals.
1. Know what you’re working towards.
Start by considering what you want from your career, now or in the future. Goal-setting is a useful exercise because it can clarify what you really want out of your career and identify logical steps to achieve it.
Don’t know what you want to do in five or 10 years yet? Start smaller and identify your interests. If you’ve always admired your manager who can speak eloquently in front of others, consider a public speaking course.
If you find yourself fascinated by your coworker’s ability to analyze data sets, try learning Python or another programming language.
2. Specific:
Goals should be well-defined and unambiguous to clarify exactly what you’re aspiring to.
3. Measurable:
Goals should have a clear way of identifying whether you’ve achieved them, or if not, how close you came to them. For example, saying Finish three modules of my online courseis more measurable than a goal like Work on my online course.
4. Achievable:
Setting a goal that you can realistically achieve is key to actually achieving them. Plus, thinking in the back of your mind that a goal is impossible may be demotivating. Keep yourself motivated by setting reasonable goals.
5. Relevant:
Your goals should be relevant to you, and should align with your long-term aspirations and values. Think of this as the “why” of your goal.
6. Time-bound:
Set a deadline for your goals so you can stay on track and motivated.
Having a goal without a plan is just a wish!
“A coach is: Someone who tells you what you don’t want to hear, has you see what you don’t want to see, so you can be who you have always known you could be.”