Career Frameworks

Development Models

Career Stages Framework

Explorer - Learning and discovering interests
Builder - Developing core competencies
Achiever - Delivering significant impact
Leader - Guiding and mentoring others
Visionary - Shaping industry direction

T-Shaped Professional

The T-Shaped Skills model emphasizes:

Broad knowledge across domains (horizontal)
Deep expertise in specific areas (vertical)

Assessment Tools

Skills Matrix

Use the Skills Matrix to evaluate:

Technical capabilities
Soft skills
Leadership abilities
Industry knowledge

Career Compass

The Career Direction Framework helps assess:

Current position
Target direction
Gap analysis
Action planning

Growth Models

70-20-10 Model

Learning distribution:

70% challenging assignments
20% developmental relationships
10% formal training

Leadership Pipeline

Progression through Leadership Levels:

Individual contributor
Team lead
Manager
Director
Executive

A framework chooser pairs four questions with tools: career fit with interests, skills and values; development priorities with an individual development plan; learning methods with experience, people and study; and progress with an evidence review. It makes no numerical allocation of learning time. — Frameworks are useful when they answer a specific question. This conceptual chooser connects assessment, planning, and learning; it does not treat career stages or the 70-20-10 guideline as fixed requirements. Original diagram based on MIT Career Advising & Professional Development, Self assessment, U.S. Office of Personnel Management, Individual Development Planning, Center for Creative Leadership, The 70-20-10 Rule for Leadership Development.

Implementation

Goal Setting

Use SMART Goals framework:

Specific objectives
Measurable targets
Achievable outcomes
Relevant focus
Time-bound deadlines

Progress Tracking

Monitor development using:

Performance metrics
Skill assessments
Project outcomes
Feedback reviews

Resources