Building for Our Future KeHE Career Path Planning

Agenda

• POWER Leadership and how it relates to Career Pathing

• Associate Growth & Next Steps

• Making it Happen

P.O.W.E.R

• P – Potential– Leaders are accountable for maximizing their people

• O – Ownership– Personal clarity and commitment to KeHE’s Vision and Values. “Our”

vision, not “their” vision • W – Wisdom

– Information sharing, imparting your knowledge on others• E – Encourage

– Celebrating success and lending courage to others• R – Release

– Letting go of talent and letting it move on

P.O.W.E.R

• P – Potential

• O – Ownership

• W – Wisdom

• E – Encourage

• R – Release

P.O.W.E.R

•P – Potential• O – Ownership• W – Wisdom• E – Encourage

•R – Release

Career Path Discussion & Process Overview

Step 1- ConversationStep 2 – Building the development strategiesStep 3 – Employee owns their developmentStep 4 – revisit plan quarterly

Career Development Survey

Do they want to advance?What are their career goals?What is the next position?What do they need to develop?

Within 2-Weeks of Performance ReviewDevelop Action Conversation

Development Action Strategy

3-5 Strengths2-3 Development NeedsSMART Goals

SMART Goals

SpecificMeasurableAchievableRelevantTime-Bound

Development Follow-Up Meeting

Progress toward goalFurther action steps or additional goalsNext steps

Open Discussion

• Thoughts?

• Obstacles?

• Overcoming Obstacles?

Trio Practice

• Practice 1– Career Development Conversation

– During the Performance Review

• Practice 2– Development Action Strategy Session

• Practice 3– Development Follow-Up Meeting

Feedback

Review

• P.O.W.E.R

• Career Path Discussions– Step 1 – Career Development Survey– Step 2 – Development Action Strategy– Step 3 – Development Follow-Up Meeting

• Documents are located on the KeHE Insider in the POWER Resource Center under Release

Thank You