Establish escalation routes for flexible career pathways that work outside normal hours.
Designing Flexible Career Development Pathways for Employees
Turn flexible career pathways from a stated policy into a practice your organisation can evidence.
📍 Tripoli🗓️ 5 training days📚 4 modules🎓 Accredited certificate
5intensive training days
4scientific modules
8training sessions
32detailed points
Course Overview
The hardest part of flexible career pathways is rarely deciding — it is holding the decision when it becomes unpopular. Teams read what their leaders tolerate on the wider organisational leadership agenda far more accurately than what their leaders announce. Participants test their assumptions about the organisational leadership discipline against scenarios designed to break weak ones. A common pattern is strong design of flexible career pathways paired with weak follow-through. Comparative studies of this area of organisational leadership across sectors find the same handful of failure points recurring. Participants gain a clear basis for measuring what this strand of organisational leadership has actually achieved. It is appropriate for those preparing to take on wider responsibility for flexible career pathways. The course gives participants a defensible structure for the organisational leadership capability and the judgement to adapt it. It ends with a prioritised list of changes to the organisational leadership discipline that the participant is prepared to defend internally.
Expected Learning Outcomes
Manage the emotional load flexible career pathways places on you and on the team.
Make decisions on flexible career pathways at the right speed for the risk involved.
Build the trust that makes candid feedback about flexible career pathways possible.
Select indicators that show whether flexible career pathways is improving, and reject those that only look useful.
Develop successors capable of running flexible career pathways without you.
Document decisions about flexible career pathways in a form that remains useful after the people change.
Who Should Attend
High-potential staff being prepared for wider responsibility for flexible career pathways.
Managers of geographically distributed teams handling flexible career pathways.
Department heads and senior managers accountable for flexible career pathways.
Staff seconded into improvement work on flexible career pathways.
Founders and owner-managers formalising flexible career pathways as the organisation grows.
Team leaders and supervisors who put flexible career pathways into practice day to day.
Course Modules
Flexible career pathways: resilience and the personal cost of leading
2 sessions · 8 pointsSession 1Deciding on flexible career pathways when the information will never be complete
- State the outcome expected from flexible career pathways in a single sentence anyone can repeat.
- Set the decision rights on flexible career pathways: who decides, who is consulted, who is told.
- Establish the boundary of flexible career pathways and record what sits outside it.
- Rank the weaknesses in flexible career pathways by consequence rather than by ease of fixing.
Session 2Getting other functions to support flexible career pathways
- Write down the reasoning behind your position on flexible career pathways.
- Check that flexible career pathways still works when volumes rise unexpectedly.
- Decide what will be stopped to create capacity for flexible career pathways.
- Confirm that those complying with flexible career pathways understand why it exists.
Flexible career pathways: measuring whether leadership actually changed anything
2 sessions · 8 pointsSession 1Moving flexible career pathways through people who do not report to you
- Confirm that reporting on flexible career pathways reaches the people who can act.
- Review a past decision on flexible career pathways and state honestly what you would change.
- Record the rationale for each significant choice made about flexible career pathways.
- Verify six months later that changes to flexible career pathways have held.
Session 2Showing that flexible career pathways changed something measurable
- Decide what you will delegate on flexible career pathways and what you will not, and say why.
- Set escalation thresholds for flexible career pathways that work out of hours.
- Name the person accountable for each part of flexible career pathways, not the committee.
- Build the competence framework that supports flexible career pathways.
Flexible career pathways: delegation, trust and accountability
2 sessions · 8 pointsSession 1The meeting that finally unblocks flexible career pathways
- Confirm that contractual obligations around flexible career pathways are understood.
- Assess the workload flexible career pathways adds and what you will remove to make room.
- Establish what evidence demonstrates flexible career pathways is under control.
- Set the review point at which flexible career pathways will be reconsidered.
Session 2Reviewing flexible career pathways when nothing has gone wrong
- Check whether incentives anywhere reward behaviour that undermines flexible career pathways.
- Identify your successor for flexible career pathways and the gap they need to close.
- Identify single points of dependency in flexible career pathways and reduce them.
- Identify the conversation about flexible career pathways you have been postponing, and schedule it.
Flexible career pathways: the conversations that decide the outcome
2 sessions · 8 pointsSession 1Building someone who can run flexible career pathways without you
- Prepare how you will respond when flexible career pathways is challenged publicly.
- Identify the data already collected that bears on flexible career pathways.
- Test the procedure for flexible career pathways against a realistic scenario.
- Agree the standard on flexible career pathways and confirm it applies to everyone.
Session 2Who answers for flexible career pathways, and to whom
- Test whether the team can explain flexible career pathways in their own words.
- Identify which function can quietly block flexible career pathways and address it directly.
- Confirm that the people affected by flexible career pathways heard it from you first.
- Identify where judgement in flexible career pathways is legitimate and where it is not.
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.