> For the complete documentation index, see [llms.txt](https://docs.talentmap.com/knowledge-base/llms.txt). Markdown versions of documentation pages are available by appending `.md` to page URLs; this page is available as [Markdown](https://docs.talentmap.com/knowledge-base/managers-and-leaders/take-action/action-planning-in-compass/action-plan-template-library/action-planning-library-preview/career-growth.md). # Career Growth Preview the action plans available for Career Growth survey questions. Each question offers a behavior plan and a structure plan. Full plans open inside Compass Action Planning. {% hint style="info" %} **Module required.** Your organization needs the Action Planning module enabled in Compass to open these plans. {% endhint %} *** ### I have continuous opportunities to learn and grow professionally | Plan | Approach | Focus | | ------------------------------------------------------------------- | --------- | ---------------------------------------------------------------------------------------------------------- | | **Making Learning Part of How Your Team Works** | Behavior | Embeds learning into weekly routines instead of treating it as something separate from the job. | | **Building a Growth Architecture That Outlasts Any Single Manager** | Structure | Creates repeatable structures for skill development, role rotation, and growth visibility across the team. | *** ### My career aspirations can be achieved at our organization | Plan | Approach | Focus | | ----------------------------------------------------- | --------- | ------------------------------------------------------------------------------------------------------------------------- | | **Connecting Aspirations to Realistic Paths Forward** | Behavior | Surfaces what people actually want from their careers and helps them see a path within the team. | | **Making Career Pathways Visible and Navigable** | Structure | Builds transparent career frameworks so people can see where they are, where they can go, and what it takes to get there. | *** ### I can see a clear link between my work and my organization's long-term objectives | Plan | Approach | Focus | | ---------------------------------------------------------------- | --------- | ------------------------------------------------------------------------------------------------------------------------------------------------------------------- | | **Drawing the Line from Daily Work to Organizational Direction** | Behavior | Helps team members see how their specific contributions connect to what the organization is trying to achieve. | | **Building a Visible Strategy-to-Work Connection Framework** | Structure | Creates a documented, maintained link between organizational objectives and team-level work so the connection doesn't depend on any single manager's communication. | *** ### My work provides me with a sense of personal accomplishment | Plan | Approach | Focus | | -------------------------------------------------- | --------- | -------------------------------------------------------------------------------------------------------------------- | | **Restoring the Feeling That Your Work Matters** | Behavior | Targets the recognition gaps and task monotony that drain accomplishment from daily work. | | **Redesigning Work So Accomplishment Is Built In** | Structure | Restructures how tasks are assigned and completed so people experience more autonomy, variety, and visible outcomes. | *** ### Our organization promotes the most qualified people | Plan | Approach | Focus | | --------------------------------------------------------- | --------- | ------------------------------------------------------------------------------------------------------------------------------------- | | **Building Trust That Advancement Is Based on Merit** | Behavior | Addresses the perception gap around promotions by making criteria visible and conversations honest. | | **Creating a Promotion Process People Can See and Trust** | Structure | Builds a documented, consistent promotion framework with input from the team so advancement decisions are transparent and defensible. | --- # Agent Instructions This documentation is published with GitBook. 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