Construction Leadership Insights

How to Build a Career Map with Your High Potentials

This is an example of a career map that you can sit down with each one of your high potentials and walk them through step by step.

Sit down with them and ask them what’s your vision. Where do you want to be in the next 3 to 5 years in this organization?

It’s an excellent question because you may have pigeonholed them in a particular way and they may have interests in another area. And if you’re not giving them an opportunity perhaps to participate in those interests, don’t be surprised when one of your competition comes along and says “Hey, you wanna do that? I’ll give you an opportunity to do that.” So, think about how you can give people tours of duty in your organization in the different areas of your company so that they can develop their skills and you can keep their interest because highly skilled people, talented people get bored quickly.

What’s your vision? Then you ask what are your values? What are the values that drive your behavior? How are you going to show up every single day? It’s a great question to ask for people to think about how they will conduct themselves in a conflict situation, what they’re going to do when they don’t feel like doing something that must be done. You need to get to the root of the values or the behaviors that drive them as a person.

Then you’ve got to ask them this. What value do you bring to the organization? That is an excellent question. Something that you should ask yourself, but something that you should ask of everyone in your organization. What are you doing today to justify the fact that I’m giving you money? Right? What are you doing today to justify your salary? Make sure that they have a clear understanding that if they’re going to be participating in your company with a clear future, they need to be producing value and doing something of value. Great thing about construction is value can be produced in many different ways, but it also centers around building profitable projects.

And then you have to ask them where can you spike. Where can you improve in the next year for instance? And you’re not looking for like major overnight changes necessarily because that kind of stuff is tough, but how can you get better at a technical area of your job or a people area of your job in the next 30, 60, 90, 365 days? And then you ask them the next steps.

This is a coaching conversation that you need to have with every single person who’s high potential in your organization. And then you have them put this together as a one-page career plan and then you meet with them every 30 or 60 days and you ask them how is this going. What’s getting in your way? How can I help you? How are you feeling about your role in the organization?

To download the FREE one-page career plan I discussed in this video click this link: One Page Career Plan