Taking ownership of your professional journey is a path to growth, and initiating a career development conversation with your manager is an important step. Instead of waiting for opportunities, you can proactively shape your future. These discussions serve as a dedicated space to gain clarity on your trajectory, align your ambitions with your manager’s perspective, and unlock possibilities for advancement.
Understanding Career Development Conversations
A career development conversation is a forward-looking discussion centered on your long-term professional aspirations. Its purpose is to explore your goals, map out potential growth paths within the organization, and identify the skills you need to develop. This type of meeting is distinct from other check-ins, and setting the right expectations is important for a productive dialogue.
It is not a performance review, which is retrospective and evaluates past contributions. While your performance is related to your potential, the development conversation focuses on the future. It is also not a meeting to request a salary increase or promotion. By separating development from performance and compensation, you create a space for open dialogue focused on your growth.
Preparing for the Conversation
Thorough preparation is needed for a successful career development discussion. It demonstrates your initiative and allows you to guide the conversation with confidence. This groundwork involves reflection, research, and goal setting, ensuring you arrive ready for a productive dialogue.
Conduct a self-assessment
Before you can discuss your future, you must understand your present. A self-assessment involves reflecting on your professional self to identify your strengths, areas for improvement, and interests. Consider what tasks energize you and which aspects of your work you find most fulfilling. Ask yourself questions like: “What skills do I possess that may be underutilized?” or “What kind of work would I like to be doing in two to five years?” This introspection is the foundation for defining your career aspirations.
Research potential career paths
With a clearer understanding of your interests, begin researching potential avenues for growth within your company. Look at internal job postings to see what roles exist and what qualifications they require. The traditional career ladder is sometimes replaced with a more flexible structure, where lateral moves can be as valuable as vertical ones. Conduct informational interviews with colleagues in positions that interest you to learn about their roles and skills.
Define your goals and requests
Translate your self-reflection and research into concrete, actionable goals. These should be specific requests that your manager can help you with. For example, instead of saying you want “more leadership experience,” you could request to lead a small project or ask for a mentor. Other requests could include obtaining a certification, receiving training for a technical skill, or shadowing someone in a different department.
Create an agenda
Creating a simple agenda shows you respect your manager’s time and helps keep the conversation focused. It should outline the key points you wish to discuss. A sample agenda might include a review of your current role, a discussion of your long-term career interests, your specific development goals, and a request for their feedback. Sending this to your manager beforehand helps them prepare to offer more thoughtful guidance.
Initiating and Structuring the Meeting
Requesting and framing the meeting correctly sets the stage for a collaborative discussion. Your approach should be professional and clear, ensuring your manager understands the purpose of the conversation from the outset. This clarity signals that you are taking a proactive role in your professional life.
To initiate the meeting, send a concise email or direct message. It is important to explicitly state that you would like to schedule a “career development conversation.” This specific phrasing helps manage expectations and allows your manager to prepare accordingly.
Here is a sample you can adapt:
“Hi [Manager’s Name],
I’d like to schedule a 30-minute meeting to discuss my professional growth and long-term career development here at [Company Name]. I’ve been thinking about my future goals and would appreciate your perspective and guidance. I’ve put together a few talking points to share beforehand. Please let me know what time works best for you in the coming week.”
When the meeting begins, structure it to be effective. Start by reiterating your purpose and expressing gratitude for their time. The main part of the discussion should be guided by your agenda, where you present your self-assessment findings and research. Conclude the meeting by summarizing the key takeaways and agreeing on the next steps to keep the momentum going.
Key Topics to Discuss
The substance of your conversation should build on the preparation you’ve done. This is your opportunity to share your vision, receive targeted feedback, and collaboratively brainstorm a path forward. The goal is to move from aspirations to a concrete plan that you and your manager can support.
A primary topic should be your long-term career aspirations. Be open about where you see yourself in the next few years, whether that’s moving into a leadership role, becoming a subject matter expert, or exploring a different functional area. You could frame this by asking, “Based on my goal to lead a team, what skills or experiences do you think I should prioritize developing?” This invites your manager to become a strategic partner.
Another area to cover is a discussion about your strengths and weaknesses from your manager’s point of view. Ask for their direct feedback on where they see you excelling and which areas could be improved. Questions like, “What skills do you think are my strongest?” and “What is one area you believe I could develop to have a greater impact?” can provide insights. This feedback offers a clear picture of how you are perceived and what is needed to advance.
Finally, use this time to explore specific opportunities. Based on your goals, you can inquire about upcoming projects, stretch assignments, or training programs that align with your desired growth. Ask, “Are there any upcoming initiatives where I could take on more responsibility in [specific area]?” This demonstrates your commitment to your own growth and to the success of the team.
Following Up After the Conversation
The momentum gained during your career discussion is sustained through follow-up. This step transforms a positive conversation into a tangible plan and demonstrates your commitment. It ensures that both you and your manager are aligned on the outcomes and accountable for the actions agreed upon.
Within 24 hours of the meeting, send a thank-you email to your manager. This message should be brief and professional, and it should summarize the key points of the discussion. Reiterate the action items and any timelines you both agreed upon to create a written record of your plan.
Here is a simple template:
“Hi [Manager’s Name],
Thank you again for meeting with me today to discuss my career development. I appreciate your insights and support. To recap, we agreed on the following next steps: I will research [specific certification], and you will connect me with [colleague’s name] for an informational interview. I look forward to continuing this conversation and will check in on my progress in a few weeks.”
This follow-up creates a clear action plan that holds both parties accountable. By documenting the next steps, you reinforce your role as the driver of your career journey and make it easier to track progress. Regular check-ins during your one-on-ones can then be used to discuss your progress and adjust the plan as needed.