career advancement

Fri 17 May 2024
Relocating for career growth is a decision that dramatically impacts both professional and personal life. The prospect of moving to a new country with the promise of career advancement, exposure to different cultures, and personal growth may present numerous benefits. In some cases, upper level management may even present relocation as a fast track to advancing towards more long term goals due to the increased knowledge gained from working at different company branches. Despite these exciting opportunities, there are certainly challenges that must be taken into account before taking this huge step. 

Pros of Career Relocation 

  1. Accelerated Career Advancement 
When propositioned with a job relocation, management may indicate that this new opportunity may accelerate career advancement within the company. Regardless of whether it is explicitly stated by management, relocating often leads to more rapid advancement due to the breadth of knowledge acquired when working at a different branch. Being exposed to business operations at different branches allows for increased perspective of how the company operates internationally. Relocating also demonstrates immense flexibility and adaptability which are important traits for management positions. 

Willingness to relocate can allow for accelerated career progression due to the expanded professional network obtained by working for other branches. When moving to a new location, there is a new set of management and team members to work with. The opportunity to meet new people can allow for both professional and personal growth as they can share their perspectives and experiences. 

2. Personal Growth 

Living and working in a foreign country provides many opportunities for personal growth. Entering this new environment can lead to a lot of self reflection and opportunities for self fulfillment. Being immersed in an entirely new culture also helps to develop greater empathy and enhanced communication skills. Learning how to adapt to different customs and ways of life within this new culture can provide new perspectives and understanding of personal preferences. Not only do these new experiences provide personal growth, but they can also allow for personal development that is transferable to managing and working in team settings.

3. Competitive Edge 

Exposure to working internationally is an incredibly valuable experience that can be leveraged within the job market. Employers often seek individuals who have international experience and have an understanding of diverse cultures. International experience indicates to employers that an employee is adaptable and resilient which is advantageous over other candidates. In particular, globalized companies will often favor candidates with international experience as these individuals will have increased understanding of the different facets that come with international branches. 

Cons of Career Relocation 

  1. Culture Adaptation 
While the introduction to a new culture may be an enriching experience, there are many struggles that come along with adapting to a new culture. Language barriers present many challenges when it comes to living and working in a new country. Regardless of whether the country has the same language, different vocabulary or common phrases can be difficult to adjust to. Considerable time may need to be spent learning the local language, which is important to consider when determining whether to relocate. 

Adapting to the local culture also includes fostering new relationships with coworkers and making new friends. Since there are cultural differences, it can be difficult to build these relationships. Getting involved in the community and with groups at work are to ways to develop strong relationships within a new home. It isn’t always easy to build meaningful relationships, so it can take more time and effort during already busy times. 

2. Family considerations 
For many people considering job relocation, family is a large consideration. While moving to a new country may be the best step for ones personal career, spouses or partners may struggle to find a job in the new location. Making the decision together and discussing potential drawbacks for their career is incredibly important. Similarly, uprooting children can be a difficult feat as they can have strong connections with friends and family that make them reluctant to leave. Since they may not fully understand the motivations for moving to another country, including them in the conversation can help them feel recognized and more onboard with the big decision. 

Another consideration that may be applicable is the timeline of the relocation and how that may effect the family dynamic. If the relocation is short term, an option may be that the family stays at home for the short duration of the relocation. This option presents emotional difficulties that can come from extended periods of time without seeing loved ones, but it is important to exhuast all potential options. 

3. Financial Considerations 
Financial aspects such as cost of living and relocation compensation packages are important when determining whether relocating is a feasible option. The cost of living varies in each country, so determining how far the new salary will go to cover personal expenses can help the decision making process. Additionally, negotiating with management to determine resonable compensation for the move should take into consideration a potentially higher cost of living as well as expenses associated with the move such as shipping costs. 

Another important financial consideration is determining to rent or sell current accommodations. If moving abroad is a short term venture, then it may be resonable to rent out current property. However, it may not be feasible to maintain one property in the home country while also paying for accommodations in another country. Considering different options and looking into personal finances will help to navigate this decision. 


While there are many benefits and challenges that go along with relocating abroad, there are many other factors to consider when making this decision such as the timeline for this relocation, company support, documentation and personal preferences. 

The timeline is important to consider as a short term or long term time abroad may be more appealing. If the company doesn’t present potential repatriation in the near future, it may be important to reflect on whether permanent relocation is an option that satisfies personal long term goals. 

When discussing the time period of the relocation, companies should also include appropriate support and relocation assistance. Some companies offer assistance finding temporary housing, shipping belongings, and even help enrolling children in schools. Especially in countries with drastically different cultures, training to become more acclimated to the new culture and language can be incredibly useful resources provided by the company. 

Another logistical challenge when moving abroad that the company may provide assistance for is receiving correct documentation. Depending on the duration of this relocation, a work visa or more extensive documentation will be required to live and work abroad. Having proper resources within the company to help obtain these documents can tremendously ease the relocation process and are important aspects to discuss with management when making a decision. 

Regardless of all the different factors to consider surrounding relocation, reflecting on personal preferences is a pivotal component. Some people are content staying in their home environment while others thrive when exposed to change. Reflecting on what will personally provide a more satisfying living and working environment can truly make or break the decision to relocate. 


Fri 17 May 2024
Proactive succession planning is a critical strategy for any organization aiming to ensure stability and growth. This approach involves identifying and developing potential future leaders within the company well before a vacancy arises. The primary benefit of this strategy is crisis prevention. By always having a ready replacement for key positions, organizations can minimize disruptions and maintain the continuity of strategic initiatives and projects. This foresight significantly reduces the stress and chaos that often accompany last-minute talent searches, allowing the business to operate smoothly even during transitions. In a rapidly changing business environment, the ability to seamlessly transition leadership roles without losing momentum is invaluable. It ensures that ongoing projects and strategic goals remain on track, maintaining client and stakeholder confidence.

Furthermore, proactive succession planning plays a pivotal role in leadership development. It provides a clear path for career advancement, which serves as a powerful motivator for employees. By enhancing the overall skill set of the workforce, companies prepare their teams for greater responsibilities, fostering a culture of continuous improvement and readiness. This development not only benefits the individuals but also strengthens the organization as a whole. Employees who see a clear trajectory for their career within the company are more likely to engage fully with their roles, taking initiative and striving for excellence. This proactive approach to talent development creates a dynamic and adaptive workforce capable of meeting the challenges of the future.

Employee retention is another significant advantage of proactive succession planning. Employees are more likely to stay with a company that invests in their future. When clear career progression opportunities are available, morale and commitment are naturally boosted. This clarity in career paths reduces turnover and the associated costs of hiring and training new employees, ultimately leading to a more stable and engaged workforce. High employee turnover can be detrimental to any organization, causing disruptions and loss of institutional knowledge. By contrast, a stable workforce fosters stronger team cohesion, better collaboration, and a deeper understanding of the company's culture and objectives.

Key Strategies for Continuous Employee Development

Career Path Transparency
  • Articulate potential career paths within the organization from the onboarding process and at regular review intervals.
  • Align employees’ career goals with the organization's needs, setting realistic expectations and fostering motivation.

Regular Feedback and Recognition
  • Implement a robust system for providing regular, constructive feedback and recognition.
  • Celebrate milestones and achievements to boost morale and reinforce a positive workplace culture.

Development and Training Opportunities
  • Offer ongoing training and development programs tailored to prepare employees for upward mobility within the company.
  • Encourage cross-departmental training to broaden employees' skills and understanding of the business.

Mentorship Programs
  • Pair experienced leaders with high-potential employees to facilitate knowledge transfer and personal development.
  • Strengthen the organizational network through mentorship relationships.

Engagement and Inclusion Initiatives
  • Create forums for employees to share their ideas and feedback, making them feel valued and included in the company’s direction.
  • Encourage active participation in decision-making processes to cultivate a sense of ownership and responsibility

Moreover, proactive succession planning encourages a learning-oriented environment where continuous skill development is valued. This not only prepares employees for potential promotions but also equips them with the skills needed to excel in their current roles. Offering regular training and development opportunities keeps the workforce adaptable and innovative, ready to leverage new technologies and methodologies to drive the company forward. This environment of continuous learning and growth makes the organization more attractive to top talent, further enhancing its competitive edge.

This management strategy not only ensures that organizations are prepared for inevitable changes but also gives managers more time to find quality replacements instead of rushing to fill positions when someone quits. Here’s how:

  1. Extended Search Period
  • Managers have the luxury of time to conduct thorough searches for the best candidates.
  • Allows for multiple rounds of interviews to ensure a good fit with the company culture and team dynamics.

2. Higher Quality Hires
  • With more time, managers can attract and evaluate a broader pool of candidates.
  • Ensures that the new hire possesses the necessary skills and experiences to excel in the role.

3. Better Onboarding and Integration
  • Managers can plan a comprehensive onboarding process that helps the new hire integrate smoothly into the team.
  • Provides time to arrange for mentorship and training programs that support the new employee’s transition.

4. Reduced Pressure and Stress
  • Managers can approach the hiring process methodically, reducing the pressure and stress associated with last-minute recruitments
  • Allows for better decision-making, as choices are made based on quality rather than urgency.

5. Continuity and Stability
  • Ensures that there is no gap in leadership or key roles, maintaining continuity and stability in ongoing projects and initiatives.
  • Keeps team morale high by demonstrating that the company is well-prepared and values its employees' career paths.

6. Cost Efficiency
  • Reduces the financial impact of turnover by minimizing the need for expensive, last-minute recruitment efforts.
  • Saves costs associated with hiring the wrong candidate due to rushed decisions.

7. Strategic Alignment
  • Allows managers to align new hires with the company’s long-term strategic goals.
  • Ensures that new employees are not only qualified but also share the company’s vision and values.

In essence, proactive succession planning is not just about preparing for inevitable changes; it’s about building a resilient organization that thrives on continuous development and strategic foresight. By fostering a proactive culture, companies can mitigate risks, enhance employee satisfaction, and ensure sustained growth. The benefits extend beyond merely having a contingency plan in place; they include creating a vibrant, motivated, and forward-thinking workforce that is capable of leading the company to new heights. This holistic approach to talent management underscores the importance of investing in people as the key to long-term organizational success.

Proactive succession planning and continuous employee development are essential for building a resilient and forward-looking organization. By preparing for leadership transitions in advance and investing in the growth of their employees, companies can minimize disruptions, retain top talent, and foster a motivated and committed workforce. This approach not only safeguards the company’s future but also turns potential crises into opportunities for leadership and development, ensuring long-term success.


Fri 6 September 2024
Luke is a dedicated team member, consistently performing well on his assigned tasks and developing strong working relationships with others on the team. Despite his exceptional performance, whenever his manager, Sarah, proposes opportunities for professional development he seems disinterested. Propositions for advancement through paid company programs for further education and conversations about future positions are frequently met with little enthusiasm. 

Sarah has worked closely with Luke for a number of years and wants to elevate Luke to the next level. Although Luke is a high performer, he needs to complete specific trainings in order to be considered for higher positions. With an opening for a position Luke would be well suited for, Sarah wants to motivate Luke to pursue development opportunities that would equip him for the role. 

While Luke is the ideal candidate and the company would prefer internal promotions, Sarah wonders if encouraging Luke to pursue a higher role is the best decision. Additionally, if Luke does transition to a new role, Sarah’s team would lose a valuable part of their team. As Luke has demonstrated disinterest in further advancement in the past, would he underperform if placed in this position? 

As a manager with vested interests in the success of their team members, it can be challenging to navigate situations where team members are disinterested in further advancement. Encouraging them to reach their full potential and pursue higher positions may appear to be the best solution, but an external hire might be more enthusiastic and well suited for the role. With such a complex situation at hand, Sarah must devise an approach to support Luke while also determining how to best fill the open position. She recognizes that some people have different Work Orientations and while some people are career oriented, meaning they are motivated by professional growth and learning new skills, not everyone is.

Clarify Priorities
It’s essential to understand what motivates an employee and where they want their career to go. Some employees may have personal reasons for wanting to remain in their current position. Others might simply be comfortable with in their current role and have no desire for an increase in responsibility. 

Employees may also seem disinterested in further advancement due to fear of failure. Fear of failure is often a huge deterrent for individuals within their professional career. Loss aversion is a cognitive bias that describes ones nature to be more inclined to avoid the pain of losing or failing thus deterring them from potential success or pleasure. Facilitating a conversation with the team member to identify why there is apparent disinterest in furthering their career can help identify these barriers and work to find solutions if desired. 

Encourage Without Pressure 

Everyones timeline for growth looks different. Balancing encouragement while not applying too much pressure to the situation can be a difficult feat. Offer opportunities for development, but don’t pressure employees into promotions if they aren’t ready. 

Since the employee is already a valuable member of the team, it’s important that they feel comfortable within the team. Stress from their manager encouraging them to pursue a position that they aren’t interested in can make them more stressed out, resulting in less motivation in their current role. Regardless of whether they want to pursue further advancement, they are still a valuable asset to the team and should feel supported in their journey 

Offer Gradual Growth

Rather than pushing an employee who isn’t ready into a full leadership role, offer smaller opportunities for increased responsibility. Opportunities such as leading small projects or mentoring new employees can allow them to take on leadership roles on a smaller scale. 

Experience with additional leadership can given them the opportunity to reflect on these opportunities to determine if a leadership role is right for them. Some employees may flourish in these new experiences, further solidifying that they are a right fit for a higher role. Other employees might use this opportunity to recognize this isn’t something they are interested in pursuing. Helping employees to gain additional experience as a leader is a great way for them to reflect on their interest in a more serious leadership 

Devise a Mentorship Program

Employees might need guidance to recognize their full potential. Gaining mentorship can build confidence and skills needed to assume leadership. Directly mentoring the employee or referring them to external mentorship programs are great ways to give them exposure to leaders who have been in their shoes. 

Horizontal mentorship programs can also serve as a great resource. Through horizontal mentorship programs, the team member can chat about issues they encounter in the workplace and any concerns they have about pursuing a higher leadership role. Being able to discuss these hesitations with others going through similar situations and help provide reassurance of capabilities. 

Sarah decided to set-up a one-on-one conversation with Luke for an in depth discussion of his professional goals. During this conversation Luke, shared that his lack of enthusiasm for further advancement stemmed from feeling unprepared for a leadership role. Together, Sarah and Luke devised a plan for Luke to slowly take on more responsibilities within the team to gradually prepare him for leadership roles. Along with this growth plan, they will meet monthly for mentorship chats and tackle any issues Luke encounters. 

Luke might not be ready for a promotion today, but his potential and strong contributions to the team remain. With time, Luke will continue to develop his leadership skills and work with Sarah to achieve the success Sarah knew Luke had potential for. 

Situations of that similar to Luke and Sarahs are a common issue leaders face and don’t have a one-size fits all solution. Some employees are like Luke and need mentorship and growth plans to feel more confident pursuing a leadership role. Other employees may just need time to become more comfortable with the idea of further advancement. While conversations and encouragement for advancement can lead to the pursuit of a leadership position, recognize that everyone’s journey is different and a managers role is to provide support along the way. 


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