Career Development Roadmaps Template

Uncertainty is the silent killer of retention. When a high performer cannot visualize their future inside your company, they inevitably start building it outside of it. We often assume they leave for money, but in many cases, it is not the salary that drives them away; it is the lack of a clear destination. Here is how you fix that:

CAREER ROADMAP FRAMEWORK:

Component 1 - CURRENT STATE: Current role, responsibilities, demonstrated strengths.

Component 2 - DESIRED STATE (12-24 months): Target role (e.g., SVP Product, CPO). Required skills/experience. Specific gap analysis.

Component 3 - DEVELOPMENT PLAN: Stretch projects (60% current + 40% future role). Specific mentoring/coaching. Skills training (technical + leadership). Reviewable timeline milestones.

Component 4 - HONEST CONVERSATION: Realistic timing based on business + readiness. Trade-offs to discuss (e.g., for CPO, need experience managing managers - target 2 years).

SPECIFIC TEMPLATE:

Q1-Q2: [Project X] demonstrates [Skill Y] needed for the next level.

Q3-Q4: [Additional responsibility] + [Training Z].

Q1 next year: Formal path review. If all goes well, promotion timing.

IMPLEMENTATION:

Quarterly progress review. Adjust based on performance + business needs.

RESULT:

A person knows EXACTLY what to do for the next level. No ambiguity. No "I'm stuck" frustration. Client implemented roadmaps for 15 high performers. All know the path.

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