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Want Employees to Own Their Career Development? Try These 2 Things

Career development is among the most confusing and challenging responsibilities facing leaders. (And make no mistake… it is a critical responsibility. My own research finds that across the generations in the workplace today, employees universally agree that “one of a manager’s fundamental roles is to support his/her employees’ career development.”)

And yet, many leaders struggle. Some burn themselves out, trying to do too much of the heavy lifting on behalf of their employees. They think it’s their job to find the opportunities, engineer the development activities, scour for the classes, and more. While others lean into the idea of employee owning their development. They abdicate all responsibility, leaving it to employees to figure out alone.

But, as the saying goes, “balance in all things.” And this certainly applies to how effective leaders assume their important role in the development of others.

My latest video, How Leaders Can Help Employees Own Their Career Development, was created by Scott Moe. It addresses this balance with the two things leaders need to do to concurrently to support and empower others toward relevant and sustainable growth.

I’d be curious…. What are your take-aways from this short video? And are videos like this an effective way to share content? I’d love to hear your thoughts.

7 comments on “Want Employees to Own Their Career Development? Try These 2 Things

  1. Andrew Chase on

    I agree with the content.

    I like videos and animations, really.

    That said, I prefer this type of content delivered in short, skimable, and easily reviewable text. 2+ minute video doesn’t sound like a long time, but it seems it when you want to get right to the point. Text is more ‘random access’/more flexible (vs linear video).

    (I looked at your privacy policy and tried to imagine what the video would look like )

  2. Jess Almlie on

    Julie, I love this! Great short video summary to simplify what many managers struggle to do. I’m going to share with my team and a few others in my organization. Thank you!

  3. Phil on

    I thought the video was helpful. Short videos like this are a nice change from reading material. I like the animated videos, it can be a great way to male a point. As long as the video gets to the point quickly. The videos need to be short, I would say 2 to 3 minutes is good. Many leaders would not have time to watch longer videos. Text can be skimmed and one can pick out the main points without reading every word which can take les time. So I think a combination of text and short videos is a good way to go.

  4. Fernando Gamero on

    Hi Julie,
    Thank you for the post! Good information on easy steps that can be taken to motivate people in our teams.
    As a personal comment, I am a visual person so I enjoy videos more than text, particularly short and simple ones with enough animation to keep up with attention, as the one created for your blog. However, I also agree with Andrew that it is easier to randomly jump to the main point on text as opposed as video, but this only happens when the introduction doesn’t do its job by grabbing the reader’s (or viewer’s) interest to continue.
    So why not just add bullets (for example) at the beginning instead of only focusing on what we all already know? I was a bit anxious to get to my fillet that I almost missed it! LOL
    Thanks again…


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