Integrate career transition planning into existing management routines rather than running it separately.
Planning a Successful Career Transition Between Roles
Build a working method for career transition planning that stands up to scrutiny and survives daily pressure.
📍 Tunis🗓️ 5 training days📚 4 modules🎓 Accredited certificate
5intensive training days
4scientific modules
8training sessions
32detailed points
Course Overview
People decide what career transition planning really means by watching who gets promoted. A process for the practice within people management and development that managers quietly work around has already failed. Benchmarking exercises repeatedly place this area of people management and development among the areas with the widest performance spread. Participants take away a working set of documents supporting career transition planning, ready to be adapted internally. Participants test their assumptions about this strand of people management and development against scenarios designed to break weak ones. Teams frequently over-invest in documenting this part of people management and development and under-invest in testing it. The programme suits teams tackling career transition planning together as readily as individuals attending alone. This programme builds this aspect of people management and development from first principles, without padding and without omitting what matters. The programme closes with an action plan for the practice within people management and development that each participant writes for their own organisation.
Expected Learning Outcomes
Integrate career transition planning with reward, development and performance processes.
Build capability in career transition planning across the management line, not only in the people function.
Build a concise people policy for career transition planning that colleagues can follow without further explanation.
Design the communication that makes career transition planning understood rather than merely announced.
Establish what evidence would demonstrate that career transition planning is under control.
Pilot changes to career transition planning before rolling them out organisation-wide.
Who Should Attend
Talent and organisational development specialists working on career transition planning.
Experienced practitioners formalising an approach to career transition planning that has grown up informally.
Technical staff being prepared for supervisory responsibility over career transition planning.
Senior leaders accountable for the culture career transition planning produces.
Human resources managers and business partners responsible for career transition planning.
Learning and development officers building capability in career transition planning.
Course Modules
Career transition planning: the manager conversation that decides the outcome
2 sessions · 8 pointsSession 1What your existing data already says about career transition planning
- Compare intended and actual outcomes of career transition planning honestly.
- Write down the assumptions underpinning the approach to career transition planning.
- Set the consistency check that catches uneven application of career transition planning.
- Set out how exceptions to career transition planning are requested and approved.
Session 2Applying career transition planning consistently to the person you like least
- Identify where judgement in career transition planning is legitimate and where it is not.
- Review career transition planning for unintended equity effects across groups.
- Plan succession for roles most exposed to career transition planning.
- Check that career transition planning complies with current labour regulation in every location.
Career transition planning: capability across the management line
2 sessions · 8 pointsSession 1Escalation and decision rights in career transition planning
- Design the communication for career transition planning around the questions people will actually ask.
- Agree what will be standardised in career transition planning and what will not.
- Verify six months later that changes to career transition planning have held.
- State the purpose of career transition planning in one sentence a new manager would understand.
Session 2Writing a policy on career transition planning a line manager can actually use
- Name a single owner for each element of career transition planning.
- Pilot changes to career transition planning in one area before wider rollout.
- Assign responsibility for keeping documentation of career transition planning current.
- Confirm records relating to career transition planning meet retention and privacy rules.
Career transition planning: evidence, data and honest measurement
2 sessions · 8 pointsSession 1Costing career transition planning honestly, including the cost of inaction
- Confirm that reporting on career transition planning reaches the people who can act.
- Decide what will be stopped to create capacity for career transition planning.
- Define who decides on career transition planning and who may only recommend.
- Identify the data the organisation already holds that bears on career transition planning.
Session 2Getting other functions to support career transition planning
- Set out the decisions in career transition planning that require sign-off and by whom.
- Reduce the variation in how career transition planning is carried out between teams.
- Set the annual review point for career transition planning and who attends.
- Map the handovers in career transition planning between functions and secure them.
Career transition planning: fairness, equity and consistency
2 sessions · 8 pointsSession 1Building the method for career transition planning step by step
- Close out actions on career transition planning rather than leaving them open indefinitely.
- Document the reasoning for every exception granted under career transition planning.
- Build the internal briefing that explains career transition planning to those affected.
- Anticipate the objections career transition planning will raise and prepare the answers.
Session 2Appeals and grievances arising from career transition planning
- Establish who is informed, consulted and accountable in career transition planning.
- Build the appeals route for career transition planning and publish it.
- Script the difficult conversation career transition planning requires and rehearse it.
- Measure the effect of career transition planning on retention and performance, not activity.
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.