Some managers are remembered for the tasks they allocated.

Others are remembered for the conversations that changed how someone saw themselves.

When work is changing, skills are shifting and career paths are becoming less predictable, your people need more than performance check-ins. They need a manager who can help them think clearly about their strengths, their value, their options and their next step.

Career Conversations that Build People gives you a practical coaching model for those moments, so you can become the kind of manager people remember as someone who helped them grow.

 

Work is changing. Skills are changing. Career paths are becoming less predictable.

That means managers need a better way to talk with staff about growth, uncertainty, career ownership and what comes next.

This course is designed to give managers and HR professionals a practical coaching model they can use immediately. It helps them hold career conversations that build clarity, confidence and useful action, especially when the future is still taking shape.

 

Foundational Cohort Now Open - Join Here

$895 - Commences 16th June

The foundational cohort is a small group of manager and HR professionals who will receive the full four-session program and who will also have the opportunity to help shape the final version through feedback and reflection. The Foundation Cohort receive a $400 discount on the standard price.

 

From the first session participants will be able to apply what they learn.  

In four practical sessions we will cover:

• Using the CARE coaching model to structure practical career conversations with staff.
• Recognising the difference between a career conversation, performance conversation, guidance conversation, mentoring conversation and wellbeing conversation.
• How to avoid career conversations traps such as giving advice, trying to solve the person’s career, or ddddddd
• Keep clear boundaries, so they can support staff without making promises they cannot keep.
• Ask questions that help staff reflect on their strengths, values, skills, achievements, interests and aspirations.
• Use the Career Maintenance approach to make career conversations a regular part of good management, rather than waiting until someone is restless or ready to leave.
• Use the 8 Markers of a Flourishing Career to help staff think more broadly about career satisfaction, fit, progress, meaning, relationships and career capital.
• Help staff explore development options beyond promotion, including stretch tasks, job crafting, mentoring, exposure, secondments, skill-building and lateral moves.
• Support staff to think clearly about career development in the context of workforce change, AI, shifting skills and less predictable career paths.
• Use AI thoughtfully to prepare for career conversations, while keeping judgement, privacy, ethics and human connection at the centre.
• Respond more confidently when staff raise tricky career issues, such as feeling stuck, wanting promotion, losing confidence, considering leaving, or feeling uncertain about their future.
• Learn evidence based career models and use practical tools for all career situations.
• Close conversations with practical next steps, using small experiments that help staff build confidence, gather information and take ownership of their development.
• Address gnarly career issues such as poor timing, tight job markets, tricky work environments, unexpected change, and gender differences.
• Support people to safely run and learn from career experiments.

The managers and HR professionals who join this course are individuals who:

• Care about the people they lead, but sometimes feel unsure how to have career conversations without slipping into advice, reassurance or problem-solving.
• Want to support staff growth, but do not always have promotions, acting roles or obvious next steps available.
• Notice good people becoming restless, flat or uncertain, and would like to have the conversation before they quietly disengage or leave.
• Feel uncomfortable when staff raise career concerns, especially when the conversation involves ambition, disappointment, low confidence, change or uncertainty.
• Want to help people explore what is possible without making promises they cannot keep.
• Know career development matters, but find that career conversations are often squeezed into performance reviews or left until there is a problem.
• Want a practical coaching model they can use straight away, rather than relying on instinct or hoping the conversation goes well.
• Are navigating a changing world of work, including AI, shifting skills and less predictable career paths, and want to help staff think clearly about what comes next.

 

Join the Foundational Cohort Now

Commences: June 16th

Format: Weekly 4 x 2-hour virtual sessions, with application assignments between sessions.

Places: Limited to 12 participants for the Foundational Cohort

Cost: $895 (invoiced on commencement)

Standard Price: $1295 after first cohort, so don't delay.

 

Make your Conversations Matter

At some point, most managers realise leadership is not only about getting work done through people.

It is also about what happens to people while the work is getting done.

Do they grow?
Do they gain confidence?
Do they understand their value?
Do they see possibilities?
Do they become more able to shape their own future?

It is being able to hold these types of conversations that make leadership real, especially in a world where work, skills and career paths are changing fast.

In addition being able to hold powerful career conversations is often the one thing that stops people from drifting.  Because good people do not always leave in one dramatic moment. Sometimes they just drift away.

They stop seeing a future. They stop feeling stretched. They stop believing their growth matters. Well held career conversations can help people feel seen, think clearly and explore what might still be possible. And it is always better to have positive career conversations than catch up improvement conversations.

Learn to hold those conversations before silence becomes distance.

In-House

Career Conversations that Build People is available as a live virtual course for individual managers and HR professionals, and can also be delivered in-house for organisations that want to build a shared approach across a leadership group, HR team or whole management cohort. In-house delivery allows the examples, discussion and practical application to be tailored to your organisation’s context, including workforce change, internal mobility, retention, capability development and the impact of AI on roles and skills.

 

As always, wishing you a flourishing career.

Katherine