Develop and retain people.
Make progression expectations clear, help managers discuss evidence and turn development needs into practical assignments.
Free brief builder · Programme scope and fees agreed separately
Possible outputs to agree.
01Role-level expectations and examples of evidence
02A manager conversation and development-plan structure
03A review process that separates development from promotion decisions
Start with one useful exercise.
Choose one responsibility at the next level. Ask managers to describe an observable work example, decision authority and the support needed to practise it.
Questions to settle first
- Who owns and approves progression criteria?
- What opportunities and support can managers actually offer?
- How will employees see and correct the evidence used in a development conversation?
What should change for your team?
This free builder organises your inputs into a discussion brief. Entries remain on this page until you choose to carry them into the enquiry form. Download before leaving. Use team-level information, without employee names or confidential documents.
Clear boundaries. Useful development.
Private individual career files remain private. Employer-sponsored work needs an agreed scope explaining what participants complete and what the employer receives. The programme supports development conversations; promotion and mobility decisions remain with the employer.
POSITIONED focuses on people, career evidence and practical learning. Business process implementation is scoped separately.