Because no one joins a job hoping to stay stagnant.
Most people don’t quit jobs for a better title.
They leave because no one asked them what they dreamed of becoming.
Don’t be an ordinary manager.
As a manager, you’re constantly juggling — client escalations, project updates, sprint deadlines, team syncs. But in the middle of all that noise, there’s one quiet question that can truly shift everything:
“Where do you want to grow next?”
Not as a formality during appraisal season.
Not as a checkbox on some HR portal. 🙂
But as a real, human conversation.
If you’ve ever wondered how to actually support someone’s growth — not just talk about it — here’s a practical guide. Try implementing one or two points next Monday itself. No big drama needed.
Just imagine having this conversation with your teammate. Here we go:
1️⃣ Don’t Start with Job Titles. Start with Curiosity.
When someone says, “I want to become a senior manager,” don’t jump to career tracks and ladders.
Pause and ask:
- “What does that mean to you?”
- “Do you want to lead people?”
- “Do you want more autonomy?”
- “Do you want to stop feeling invisible?”
Rephrase the conversation. A good career talk doesn’t start with promotions — it starts with meaning. Ask:
- “What kind of work makes you feel alive?”
- “When do you feel most like yourself at work?”
- “What are you curious about learning this year?”
Let them reflect. Titles will follow. Meaning must come first.
2️⃣ Explore the 3 Dimensions of Growth
Help your teammate see that growth isn’t only upward.
Share this mental model — 3 directions of career growth:
| Type | Focus Area | Example |
|---|---|---|
| Vertical | Role or responsibility change | Engineer → Tech Lead |
| Horizontal | Skill expansion or cross-training | Marketing → UX Writing |
| Internal | Depth in current role or mindset shift | Becoming a better communicator |
Sometimes the internal shift is the most powerful.
And yes — it counts as growth too.
3️⃣ Co-Create, Don’t Dictate
Many young managers get this wrong.
They assign growth paths like tasks on Jira.
But this isn’t your plan. It’s theirs.
Your role is to: 1. Hold space. 2. Offer perspective 3. . Clear roadblocks
Try asking together:
- “What’s one skill you want to build in the next 3 months?”
- “Who inspires you and why?”
- “What project could stretch you — just enough?”
Write it down. Make it visible. Keep it fluid.
4️⃣ Follow Through with Small Moves
Supporting growth doesn’t mean funding a sabbatical or a fancy MBA.
It starts with tiny nudges:
- Invite them to shadow you on a client call
- Let them lead a part of the team meeting
- Share a podcast that aligns with their goal
- Introduce them to someone who’s walked a similar path
Growth often begins in these micro-moments.
5️⃣ Revisit the Plan — Without Making It Heavy
Set a light rhythm. No pressure.
Maybe once a quarter. Maybe over chai.
Make it feel natural — not corporate.
You can simply ask:
- “How’s the growth plan feeling lately?”
- “Anything you want to shift, pause, or double down on?”
Most people don’t need micromanaging.
They just want to know that you haven’t forgotten their dreams.
A Final Word on Career Growth Plan
The best managers don’t push people up ladders.
They walk beside them, asking:
“Where do you want to go? And how can I support you in getting there?”
When people feel seen for who they’re becoming, they show up with more intention — and less resignation.
Productivity goes up.
Morale improves.
And yes — their family will silently thank you too.
Which one are you going to start with ?
