Plan the handover of long-range career planning so that capability is not lost when key staff move on.
Building a Long-Range Personal Career Plan
A concise, decision-focused programme covering long-range career planning end to end.
📍 Istanbul🗓️ 5 training days📚 4 modules🎓 Accredited certificate
5intensive training days
4scientific modules
8training sessions
32detailed points
Course Overview
Policy on long-range career planning is judged by how it is applied in the difficult cases, not the easy ones. People decide what the people management and development discipline really means by watching who gets promoted. Comparative studies of this aspect of people management and development across sectors find the same handful of failure points recurring. The programme uses small-group work so that each participant's treatment of long-range career planning is examined, not just described. Progress on this strand of people management and development is usually lost in the gap between approval and execution. It establishes a shared vocabulary for the practice within people management and development so that teams can disagree productively about it. Participants who influence long-range career planning without directly controlling it will find the content directly usable. The result is the confidence to make and defend decisions about the people management and development discipline under scrutiny. The programme closes with an action plan for the wider people management and development agenda that each participant writes for their own organisation.
Expected Learning Outcomes
Plan succession and continuity for the roles most exposed to long-range career planning.
Build the evidence base on long-range career planning from data the organisation already collects.
Diagnose whether a problem in long-range career planning is one of design, resourcing or discipline.
Review long-range career planning annually against what actually happened, not what was intended.
Design a training and briefing approach that sustains competence in long-range career planning.
Ensure decisions taken under long-range career planning would withstand external scrutiny.
Who Should Attend
Reward and compensation staff whose frameworks interact with long-range career planning.
Internal communications staff explaining long-range career planning to the workforce.
Line managers who apply long-range career planning in practice.
Managers in small and medium organisations who own long-range career planning alongside other duties.
Managers of multi-site operations seeking consistency in long-range career planning.
Employee relations specialists handling cases arising from long-range career planning.
Course Modules
Long-range career planning: review, learning and adjustment
2 sessions · 8 pointsSession 1Appeals and grievances arising from long-range career planning
- Test the policy on long-range career planning against three real cases from the past year.
- State the purpose of long-range career planning in one sentence a new manager would understand.
- Define who decides on long-range career planning and who may only recommend.
- Confirm that those complying with long-range career planning understand why it exists.
Session 2The exception to long-range career planning that sets the precedent
- Define acceptance criteria for long-range career planning in advance.
- Estimate the cost of long-range career planning and the cost of leaving it unchanged.
- Ask employees what long-range career planning feels like from their side.
- Identify the data the organisation already holds that bears on long-range career planning.
Long-range career planning: capability across the management line
2 sessions · 8 pointsSession 1The paperwork for long-range career planning that is actually needed
- Train line managers on long-range career planning rather than handling every case centrally.
- Write down the assumptions underpinning the approach to long-range career planning.
- Record what was learned when long-range career planning did not go as planned.
- Name a single owner for each element of long-range career planning.
Session 2Applying long-range career planning consistently to the person you like least
- Compare intended and actual outcomes of long-range career planning honestly.
- Agree the indicators that will show whether long-range career planning is improving.
- Set the consistency check that catches uneven application of long-range career planning.
- Define the trigger that would require long-range career planning to be redesigned.
Long-range career planning: communication and employee understanding
2 sessions · 8 pointsSession 1Making long-range career planning work when resources are constrained
- Document the reasoning for every exception granted under long-range career planning.
- Map the handovers in long-range career planning between functions and secure them.
- Script the difficult conversation long-range career planning requires and rehearse it.
- Prepare the summary of long-range career planning that senior management will read.
Session 2Costing long-range career planning honestly, including the cost of inaction
- Review long-range career planning for unintended equity effects across groups.
- Assign responsibility for keeping documentation of long-range career planning current.
- Plan succession for roles most exposed to long-range career planning.
- Confirm that contractual obligations around long-range career planning are understood.
Long-range career planning: evidence, data and honest measurement
2 sessions · 8 pointsSession 1Keeping records on long-range career planning that are lawful and useful
- Set the review interval for long-range career planning and who attends.
- Check that long-range career planning complies with current labour regulation in every location.
- Build the competence framework that supports long-range career planning.
- Measure the effect of long-range career planning on retention and performance, not activity.
Session 2Moving long-range career planning from approval to execution
- Record the rationale for each significant choice made about long-range career planning.
- Anticipate the objections long-range career planning will raise and prepare the answers.
- Draft the minimum viable people policy for long-range career planning.
- Build the appeals route for long-range career planning and publish it.
Choose the package that suits you
Silver Package
At least 3 people
USD1,250
- Workshop or Program Participation
- Airport Transfers
- Customized Badge
- Expert Mentorship (Private Sessions)
- Supervision & Secretarial Services
- Accredited Certificate of Participation
- Complete Training Kit
- Coffee Break
- Closing Ceremony
Gold Package
At least 3 people
USD1,850
- 5-night stay in a 5-star hotel
- Workshop or Program Participation
- Airport Transfers
- Customized Badge
- Expert Mentorship (Private Sessions)
- Supervision & Secretarial Services
- Accredited Certificate of Participation
- Complete Training Kit
- Coffee Break
- Closing Ceremony
Complete your registration
We will contact you within one business day to confirm.