Julie Winkle Giulioni wrote a blog post titled Careers in crisis: Developing employees despite the chaos.

« The questions are no longer “What do you want to be?” or “Where do you see yourself in five years?” both of which generate frustration and disengagement when the organization can’t deliver on what’s requested. Instead the conversation needs to focus on:

  •     How are you growing right now? How can you magnify and apply these experiences?
  •     What do you yearn to learn?
  •     How do you want to show up and contribute during this time?
  •     What kind of work do you want to be doing? What kinds of problems do you want to find solutions to? »

« Leaders can elevate the quality of career development and offer opportunities for connection through regular, ongoing career conversations. Even from a distance, there are countless opportunities to enrich a conversation with questions that help people reflect on the nature of their work and careers:

  •     What’s most interesting about the work you’re doing now?
  •     What do you want to do more of? Less of?
  •     What do you wish you had more time for? »

« Simple questions like these open the door to development dialogue. But they do more than simply spark insights within the employee; they also demonstrate your ongoing (versus once-a-year) commitment, build trust and strengthen relationships. »

Julie Winkle Giulioni co-authored Help Them Grow or Watch Them Go: Career Conversations Organizations Need and Employees Want with Beverly Kaye.

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