{"id":6124,"date":"2019-09-26T15:01:21","date_gmt":"2019-09-26T19:01:21","guid":{"rendered":"http:\/\/www.managementcenter.org\/?post_type=article&#038;p=6124"},"modified":"2025-08-28T18:48:47","modified_gmt":"2025-08-28T18:48:47","slug":"how-to-build-career-pathways-at-your-organization","status":"publish","type":"resources","link":"https:\/\/www.managementcenter.org\/resources\/how-to-build-career-pathways-at-your-organization\/","title":{"rendered":"Benefits of a Career Pathways Tool"},"content":{"rendered":"\n<p>At The Management Center, we often coach clients through decisions about internal promotions, staff retention, and hiring that maximize equity, sustainability, and great results. Here are some of the questions we hear most often:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>\u201cI have a staff member who has been here for a while and wants a promotion. I don\u2019t think they\u2019re ready. How do I tell them that\u201d<\/li>\n\n\n\n<li>\u201cI have a staff member who is doing really well and I would like to promote her. But promotion means she will be in a managerial role, and she doesn\u2019t want to be a manager of people. I\u2019m stuck.\u201d<\/li>\n\n\n\n<li>\u201cOne of my lead team members wants to leave because he doesn\u2019t feel he can grow here. I think I can get him to stay if I offer him a \u2018Senior Director\u2019 title\u2014is that a good idea?\u201d<\/li>\n\n\n\n<li>\u201cWe\u2019re hiring for a Deputy Director and I need to do external recruitment because I\u2019m not confident we\u2019d have a strong internal pool. How do I explain that to my three department heads without killing morale?\u201d<\/li>\n<\/ul>\n\n\n\n<p>At first glance, it might seem like each manager is dealing with a different challenge, but one tool can help leaders make each of these decisions\u2014<strong>a career pathways tool<\/strong>.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">What is a \u201ccareer pathways tool\u201d?<\/h3>\n\n\n\n<p><strong>A career pathways tool defines and delineates competencies for each position across a range of roles.<\/strong> Sometimes called a \u201ccompetency model\u201d in HR circles, each role has its own <a href=\"https:\/\/www.managementcenter.org\/resources\/must-haves-starter-kit\/\" target=\"_blank\" rel=\"noopener\">must-haves<\/a>*\u2014the required skills, knowledge, or mindsets to succeed in the role\u2014while the career pathways tool goes a little further by naming each level and showing the distinct (often increasing) responsibilities. This may include:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>scope<\/strong> of what they\u2019re responsible for<\/li>\n\n\n\n<li><strong>complexity<\/strong> of activities, partnerships, or campaigns they handle<\/li>\n\n\n\n<li><strong>volume<\/strong> of work or level of <strong>efficiency<\/strong> needed<\/li>\n\n\n\n<li>ability to <strong>drive the work<\/strong> in their area or for the organization<\/li>\n\n\n\n<li><strong>positional power and influence<\/strong> inside\/outside the organization<\/li>\n<\/ul>\n\n\n\n<p>*Not sure about your must-haves? Use our <a href=\"https:\/\/www.managementcenter.org\/resources\/figuring-role-sample-worksheet\/\" target=\"_blank\" rel=\"noopener\">Figuring Out the Role Worksheet<\/a>.<\/p>\n\n\n\n<p>For example, suppose you\u2019re articulating the career path for your Operations and Finance teams\u2014you\u2019ll start by defining the competencies needed for each job, and then define how those competencies evolve at increasing levels of responsibility (from Assistant to Associate to Director, for example). With this framework, you can articulate what someone needs to do to be successful in a job and progress in the organization, as well as their career goals.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Why do we need one?<\/h3>\n\n\n\n<p>A good career pathways tool will operationalize your commitment to equity and inclusion.<\/p>\n\n\n\n<p><strong>For managers: a career pathways tool is a compass.<\/strong> When created with equity in mind, the tool brings consistency to the rubrics managers use to <a href=\"https:\/\/www.managementcenter.org\/resources\/mitigate-bias-in-hiring-with-a-simple-rubric\/\" target=\"_blank\" rel=\"noreferrer noopener\">eliminate bias in hiring<\/a> and <a href=\"https:\/\/www.managementcenter.org\/resources\/four-ways-to-mitigate-bias-in-performance-evaluations\/\" target=\"_blank\" rel=\"noreferrer noopener\">performance management<\/a>, while guiding managers to think through opportunities or training that helps staff achieve their career goals. It guides staff development and retention conversations, informs promotion and hiring decisions, and anchors performance evaluations.<\/p>\n\n\n\n<p><strong>For staff: a career pathways tool is like a road atlas.<\/strong> It can help staff understand how to get from point A to B (or C), which onramps are available, and what bridges they need to build. A pathways tool empowers staff to take charge of their growth and think ahead about their trajectory in the following ways:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Short-term:<\/strong> What do I need to be successful in my current job?<\/li>\n\n\n\n<li><strong>Medium-term:<\/strong> What do I need to do to get to the next level?<\/li>\n\n\n\n<li><strong>Long-term:<\/strong> What options might I have to shape my career in line with the organization\u2019s plans and strategy?<\/li>\n<\/ul>\n\n\n\n<p>In this way, the pathways tool takes the guesswork out of advancement. It can reveal avenues for \u201czigzag career paths\u201d instead of assuming \u201cstraight-up the ladder\u201d is their only option to grow, and it can give staff insight on the skills and qualities managers look for when it comes to promotions and performance evaluations\u2014where we always recommend \u201cno surprises.\u201d<\/p>\n\n\n\n<p><strong>For the organization: the process can help the organization spot roadblocks or construction zones<\/strong> in its leadership pipeline. Your goal is to ensure each pathway strengthens the leadership bench and reflects equitable opportunities for staff at all levels. This means each decision you make in developing your career pathway tool is a critical <a href=\"https:\/\/www.managementcenter.org\/resources\/using-choice-points-to-advance-racial-equity-and-inclusion\/\" target=\"_blank\" rel=\"noreferrer noopener\">choice point<\/a> where you can pause, spot, and address inequities in particular job roles. For example, you might acknowledge that your operations team includes the most new staff members, many of whom are BIPOC and work part-time roles. In putting together your career pathways, you would gather input from staff and deliberately build in opportunities or new levels that could enable a part-time associate to eventually advance to coordinator, then manager, etc.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">What do we need to get started?<\/h3>\n\n\n\n<p>Decide on the roles you want to develop career pathways for, starting with the most prevalent roles in your organization. As you think through each role and pathway, make sure you seek input and provide opportunities for staff members and managers to fully understand what the tool is and how it\u2019ll be used in your organization.<\/p>\n\n\n\n<p><strong>Ready to get started?<\/strong> Follow the step-by-step guide in our <a rel=\"noopener\" href=\"https:\/\/www.managementcenter.org\/resources\/how-to-build-a-career-pathways-tool\/\" target=\"_blank\">Career Pathways Toolkit<\/a> and find templates and examples.<\/p>\n\n\n\n<p class=\"has-medium-font-size\"><em><strong>Learn how to activate your team\u2019s full potential<\/strong> by enrolling in our<\/em> <a href=\"https:\/\/www.managementcenter.org\/bundle\/?Course=Build%20Your%20Package&amp;Type=Component_Ace%20Performance%20Management&amp;templateid=136\" target=\"_blank\" rel=\"noreferrer noopener\">Ace Performance Management<\/a> <em>training package! Gain the confidence and strategies you need to develop your team\u2019s skills, distinguish growth areas from performance problems, give better feedback, and create great team culture. Grab your spot today!<\/em><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Use a career pathways tool to make decisions about promotions, retention, and hiring. <\/p>\n","protected":false},"author":14,"featured_media":10397,"template":"","meta":{"_acf_changed":false,"om_disable_all_campaigns":false,"footnotes":""},"tags":[],"resource_types":[48],"topic":[41],"collection":[],"class_list":["post-6124","resources","type-resources","status-publish","has-post-thumbnail","hentry","resource_types-article-publication","topic-investing-in-people"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v26.0 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Benefits of a Career Pathways Tool - The Management Center<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" 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