Career Development Plans

StK uses assessments and expert guidance to facilitate career development plans for individuals based on their profession and life achievements. Throughout each phase, StK collaborates with you to ensure success.

The process includes pre-work, reading assignments, site visits, and viewing YouTube videos. For instance, individuals aspiring to reach mid-level must sign up for Phase 1, while those already at mid-level or its equivalence should undertake Phase 2. Individuals at the executive level should take Phase 3.

Career-focused development involves collaboration between supervisors and employees to identify training needs and developmental opportunities per the organization’s mission and goals. Individuals should prepare a career development plan annually to improve their knowledge and competencies.

This is a performance-improvement tool where managers and employees work together to identify areas for skill development. They establish goals, outline a strategy to achieve objectives, and measure performance. Individuals are recommended to prepare a plan every one to three years.

This phase involves creating short- or long-term action plans to enhance performance, incorporating the organization’s leadership and management needs. Individuals will gain a broader perspective and deeper knowledge of the organization, government, or industry through experience. It is recommended that individuals prepare a plan every three years.

In today’s fast-moving and uncertain times, StK is here to help you with coaching and consulting services. We offer monthly or six-month options to suit your needs. Let us share our knowledge and expertise to assist you.

Using a questioning and collaborative approach, StK helps individuals clarify what may not be immediately apparent. We work with you through exercises and provide insightful feedback to adjust your orientation toward achieving your desired results.

Using an inclusive approach, we aid individuals in developing their performance and effectively solving organizational problems.

This is a 15-page assessment that outlines an individual’s psychological preferences. The assessment thoroughly explains these preferences and includes the following:

• Type Table
• Functions
• Personality Differences
• Perception of Job or Career

The Motivational Value System imparts motives and strengths to an individual, providing valuable insights into strengths, overdone strengths, and conflict sequences in stages.

This tool helps individuals in developing essential skills and behaviors, as it can identify:

• Strengths
• Areas for Development
• Potential Impact on Others and the Organization