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 1Conversation
Step 2 – Building
the development
strategies
Step 3 –
Employee owns
their development
Step 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 Review
Develop Action Conversation
Development Action Strategy
3-5 Strengths
2-3
Development
Needs
SMART Goals
SMART Goals
Specific
Measurable
Achievable
Relevant
Time-Bound
Development Follow-Up Meeting
Progress toward
goal
Further action steps
or additional goals
Next 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