McMan’s Career Development Program

Investing in People, Aspiring to Excellence

Frequently Asked Questions

McMan’s focus on career development will benefit everyone:

  • Staff can grow and advance their career here at McMan;
  • McMan will be able to promote more, recruit less, and have more qualified and capable
    employees; and
  • The people we serve will benefit from better trained staff and more qualified managers.

It’s up to you how quickly you progress in your career, but your progress will depend largely
on your willingness to:

  • request feedback and accept it with gratitude;
  • act on it; and,
  • take advantage of opportunities to broaden your experience.

Your Career Coach will work with you to help identify your strengths, development needs, career objectives, and creative development activities to achieve your career objectives. They will also encourage you and help keep you accountable to your career development commitments.

It is important to remember that career advancement does not necessarily mean vertical progression (promotion). In many cases, staff with the most breadth of experience are among the most diversely skilled. Often, the best way to advance your career is to take assignments in a different area where you can apply your strengths in a different context and learn new skills. Sometimes this even means taking a perceived step backwards.

Typically, as staff move into Leadership positions in the organization, they play more of a generalist role than a specialist, which means they need a diversity of experiences and skills.

Absolutely. The Career Development program is for anyone who wants to develop themselves professionally. We need specialists and versatile generalists in addition to strong leaders. All staff will have the opportunity to have regular career development discussions with a Career Coach if they wish.

People deserve more financial compensation when they are delivering more value. When people are learning new responsibilities, they are not providing more value. In fact, the reason we use the term “investing in our people” is because developing our people costs time and money, which we’re happy to do. Your investment is the time and effort it will take to become proficient at more complex work.

A key responsibility of every leader is to develop the people they work with. It is much easier to promote someone who has prepared others to replace them. Given the choice between two equally qualified candidates for promotion, the one who has prepared others to replace them will be selected for advancement sooner.

Managers are primarily responsible for helping staff improve their performance in their current role. Career Coaches have been provided to help staff prepare for the next step in their career (either laterally or vertically).

A general guideline is that staff should speak to their manager if they need training to help them improve in their current position. Most career development activities discussed with your Career Coach will not require funding for training.

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