/ Opening

Career development is not a list of courses

Growth becomes credible when a capability changes what you can notice, decide, make, or own—and the evidence is visible in real work.

CAPABILITY

What must you become able to do?

A specific judgment or operating skill.

PRACTICE

Where will repetition occur?

Real assignments, feedback, simulation, study.

EVIDENCE

How will improvement be demonstrated?

Work quality, decision ownership, outcomes, peer trust.

TAKEAWAYA development plan should produce proof of capability, not only completed learning activity.

/ Quick Test

Which plan is more likely to change the role?

Both employees want to become strategists.

ACTIVITY PLAN

Take two courses
Read strategy books
Attend meetings
Update résumé

CAPABILITY PLAN

Diagnose one real brief monthly
Write evidence-backed recommendations
Get critique from a senior strategist
Track decision changes

TAKEAWAYCareer movement follows demonstrated capability and trust—not interest alone.

/ Model

Build a capability evidence loop

The plan should connect aspiration to observable work.

01Role standardWhat does strong performance require?

02GapWhich capability is currently missing or inconsistent?

03Practice loopWhat repeated work and feedback will build it?

04EvidenceWhat artifact or outcome will prove growth?

TAKEAWAYDevelopment becomes actionable when the next practice and evidence are scheduled.

/ Distinctions

A T-shaped plan balances depth and adjacency

Depth builds distinctive value; adjacency improves collaboration and judgment.

CORE DEPTH

Primary craft or discipline

Builds expertise and ownership.

ADJACENT LITERACY

Understand connected functions

Improves briefs, handoffs, and decisions.

OPERATING SKILLS

Communication, ownership, feedback

Makes capability usable in teams.

POINT OF VIEW

Patterned judgment and standards

Makes contribution attributable.

TAKEAWAYDo not collect adjacent skills at the expense of a clear core capability.

/ Team Challenge

Build a 90-day capability evidence plan

Choose one real next-level responsibility.

Lead a client recommendationOwn a campaign briefRun a performance readoutDesign an AI-enabled workflow

OUTPUT: role standard · current gap · weekly practice · mentor/feedback · live assignment · evidence artifact · 90-day review

TAKEAWAYThe plan should require observable behavior, not only private preparation.

/ Pressure Test

Would another person recognize the growth?

A credible plan creates evidence others can evaluate.

1.What specific decision or work will improve?

2.How often will the capability be practiced?

3.Who will provide demanding feedback?

4.What artifact or outcome will show the skill is real?

TAKEAWAYDevelopment without evidence can feel productive while remaining invisible to the organization.

/ Example

One capability evidence plan

The goal is translated into practice and proof.

ELEMENTPLANEVIDENCE

CapabilityDiagnose problems beneath briefsThree field-read memos

PracticeOne live brief per weekBefore/after diagnosis

FeedbackBiweekly review with strategy leadRecorded revision themes

DemonstrationLead one client decision sessionClient decision + manager assessment

TAKEAWAYA strong plan makes the next role visible before the title changes.

/ Close

Build capability. Produce evidence. Earn trust.

Career development is deliberate practice applied to consequential work.

FOCUSChoose the capability

PRACTICERepeat under feedback

PROVECreate visible evidence

TAKEAWAYDo not confuse learning activity with increased capability.