Your Best People Need to See a Future With You.
Give career development a clearer direction with personalised plans connecting your employees’ strengths and ambitions to the future needs of your organisation.
The Strategic Career Optimisation Plan™ brings assessment insights, career evidence and organisational priorities into a practical three-year development strategy.
Discuss Plans for Your Organisation → View Sample Plan →Make the Next Career Conversation Count.
“What comes next for me here?” deserves more than a vague assurance or a generic development programme.
An organisation-sponsored Career Plan gives the employee and their manager a documented basis for that conversation: where the individual creates value, which responsibilities may suit their strengths and what development could prepare them for a broader contribution.
The organisational version focuses on potential pathways within your business, taking account of both the employee’s objectives and the roles, challenges and opportunities your organisation can realistically offer.
Give Development a Purpose and a Direction.
Engagement & Retention
Show employees that their future merits a considered conversation. Establish development priorities and potential career pathways that managers can revisit rather than leaving ambitions unspoken.
Succession Preparation
Explore potential future responsibilities and identify the experience, development and support an individual would need before taking them on.
Internal Mobility
Consider where an employee’s strengths and experience may contribute beyond their current role, including cross-functional assignments and emerging business needs.
Supported Career Transition
Where an internal pathway is unavailable, a separately agreed brief can help the professional clarify their direction and positioning for a career transition.
A Personalised Strategy With Practical Priorities
- A professional contribution thesis. A concise explanation of the individual’s distinctive value, informed by behavioural insights and career evidence.
- Strengths connected to accomplishments. An interpretation of natural talents alongside examples of how the individual has contributed in practice.
- Potential roles and working environments. Consideration of responsibilities and settings that may suit the individual, within the agreed organisational brief.
- A three-year development direction. Priorities for experience, positioning and professional development, with actions that can inform ongoing employee–manager discussions.
Potential and readiness are different questions. Behavioural alignment is one source of evidence. Succession and promotion decisions also require consideration of demonstrated performance, technical competence, judgement, experience and organisational requirements. A Plan does not promise promotion or appointment.
Begin With the Employee and the Business Need.
Define the Purpose
Agree whether the work supports development, succession, internal mobility or transition. Establish the scope, participants and relevant organisational context.
Establish the Evidence
Bring together the applicable RutherfordINTEL assessment insights, professional history, accomplishments and objectives, alongside the requirements of potential pathways.
Prepare the Individual Plan
Translate the evidence into a professional thesis, potential directions and a practical development strategy tailored to the agreed brief.
Use It in Development Discussions
Use the Plan to inform conversations about assignments, development support and future responsibilities. Agree ownership of actions and how progress will be reviewed.
Before preparation, agree what information will be shared with the employee, manager and organisation, together with the permissions and confidentiality arrangements. Scope, assessment requirements and fees are agreed in advance.
Choose the Deliverable That Matches the Decision.
Strategic Career Optimisation Plan™
Where could this professional contribute next, and how should they prepare?
An individual strategy for career direction, positioning and development.
Screening & Hiring Report™
How does this candidate align with a specific hiring mandate?
Employer-focused analysis supporting evaluation against a particular role and its requirements.
Leadership Development Audit
Where should leadership development be focused?
Behavioural evidence helps identify leadership potential and development priorities. Individual Career Plans can support the follow-through where appropriate.
Guild Profile
How do a professional’s strengths translate into demonstrated value?
A curated, employer-facing introduction connecting assessment evidence with career accomplishments.
From Career Evidence to a Forward Strategy
Our illustrative sample shows how a professional thesis, behavioural interpretation, accomplishments and a three-year direction can come together in a Plan.
The sample is an abridged fictional composite demonstrating professional positioning. An organisation-sponsored Plan would be tailored to your agreed internal development or transition brief.
View Sample Plan →Give Your People a Clearer View of Their Future.
Tell us about your development, succession or transition priorities. We will discuss where individual Career Plans could help and explain the preparation process, scope and fees.
Discuss Your Organisation’s Needs → Explore the Guild & Clearinghouse →