# Career Development Workshop for Employees: Own Your Next Move > Career development workshop for employees: map your skills, explore internal moves, build a learning plan and lead career talks with your manager. Start now. - Source: https://bodhih.com/employee-career-planning-workshop/ - Publisher: Bodhih Training (Bengaluru, India; since 2008) - Last updated: 2026-09-25 - Contact: solutions@bodhih.com · +91 99000 11601 --- A career development workshop for employees who want growth to feel visible and within reach. Participants take stock of their skills, explore internal moves, build a realistic learning plan and rehearse the career conversation they have been meaning to have with their manager. ## At a glance - **Duration:** Recommended: 1 day in person, or 3 × 2.5-hour live virtual sessions - **Who it’s for:** Individual contributors, early-career and mid-career employees - **Level:** Foundation - **Format:** In person · Live virtual · Blended - **Track record:** Since 2008 · 2,000+ companies A career development workshop for employees helps people take ownership of their growth inside the organisation. Bodhih's workshop covers a skills and strengths inventory, internal mobility options, a personal development plan and practice for career conversations with a manager. It supports retention by making growth paths visible and turning ambition into concrete next steps. - Recommended: 1 day in person, or 3 × 2.5-hour live virtual sessions - Level: Foundation · In person · Live virtual · Blended - Designed with the ADDIE model and customised to your context - Offered by Bodhih since 2008 to 2,000+ organisations across 7 regions **Also known as:** career planning workshop, career planning training for employees, internal mobility workshop, individual development plan workshop **Where and how:** career development workshop for employees training as an in-person workshop in [Bengaluru](https://bodhih.com/corporate-training-in-bangalore/), [Mumbai](https://bodhih.com/corporate-training-in-mumbai/), [Delhi NCR](https://bodhih.com/corporate-training-in-new-delhi/), [Gurugram](https://bodhih.com/corporate-training-in-gurugram/), [Hyderabad](https://bodhih.com/corporate-training-in-hyderabad/), [Chennai](https://bodhih.com/corporate-training-in-chennai/), [Pune](https://bodhih.com/corporate-training-in-pune/), [Kolkata](https://bodhih.com/corporate-training-in-kolkata/), [Ahmedabad](https://bodhih.com/corporate-training-in-ahmedabad/) and [Jaipur](https://bodhih.com/corporate-training-in-jaipur/); as a live online course; or delivered overseas in [Dubai](https://bodhih.com/corporate-training-in-dubai/), [Singapore](https://bodhih.com/corporate-training-in-singapore/) and across the Middle East, Asia and Africa. Last reviewed 25 Sep 2026 · Bodhih Training, Bengaluru ## Why growth has to be visible, not assumed Ask a 24-year-old analyst where their career is heading and you may hear: I am not sure anyone here knows. Gen Z employees in particular tend to read a lack of visible progress as stagnation, and they act on it faster than earlier generations. Many organisations want to fill roles from within, but people cannot move towards opportunities they cannot see or explain. A career development workshop for employees gives them the map, the language and the plan, so internal mobility becomes a shared effort rather than an HR hope. > 55% of career development champions prioritise internal mobility, but only 24% of organisations have structured internal mobility programs. Source: [LinkedIn Workplace Learning Report 2025, via Thirst](https://thirst.io/blog/workplace-learning-report-2025/) ## What participants will be able to do ### Know your strengths Build a clear inventory of your skills, strengths and interests using evidence from real work. ### Define what growth means to you Choose between deeper expertise, broader scope, a lateral move or leadership, based on your values. ### See internal options Explore the roles, projects and pathways available in your organisation and what each requires. ### Close skill gaps Turn gaps into a 90-day learning plan combining courses, stretch work and people to learn from. ### Lead the career conversation Prepare and practise a focused conversation with your manager about growth, feedback and support. ### Build visibility Make your contributions and aspirations known through networks, mentors and internal communities. ## Who should attend - Early-career employees and Gen Z professionals looking for visible growth - Mid-career employees considering a lateral move, specialisation or new direction - High performers who feel stuck and are weighing an external move - Employees returning from a career break or long leave - Teams going through restructuring where roles and paths are changing - Organisations launching internal job markets or talent marketplaces ## Program outline Recommended design, customised to your context after a short needs analysis. ### **Careers are not ladders any more**Module 1 · 60 min - Lattice careers, lateral moves and skills-based growth - What internal mobility means in your organisation - Myths about promotions, tenure and growth ### **Skills and strengths inventory**Module 2 · 90 min - Mapping technical, human and transferable skills - Evidence from projects, feedback and achievements - Values and motivators that shape career choices ### **Exploring options inside the organisation**Module 3 · 75 min - Reading role profiles and competency frameworks - Informational conversations with people in target roles - Short-term projects, rotations and stretch assignments ### **Your development plan**Module 4 · 75 min - Choosing one or two priority development goals - The 70-20-10 mix of experience, people and courses - Writing a 90-day plan with measurable milestones ### **The career conversation with your manager**Module 5 · 75 min - Preparing your ask, evidence and questions - Handling a not-yet or a no constructively - Role-play with peer feedback ### **Visibility and networks**Module 6 · 45 min - Sharing work and aspirations without self-promotion fatigue - Finding mentors and sponsors - Using internal communities and learning platforms ## Sample training plan: 1-day hands-on design This one-day workshop gives employees the map, the language and the plan to grow inside their organisation. Participants work on their own career all day. They draw their career line, build a skills inventory backed by evidence, sort their values, explore real internal roles and pathways, practise an informational conversation, write a 90-day development plan and rehearse the career conversation with their manager. The capstone is that conversation, played with realistic 'not yet' and 'no' responses. 78% hands-on practice · 6.8 contact hours · Cohort: 15–25 participants · In person · Live virtual ### Day 1: Map it, plan it, ask for it Participants leave with an evidence-based skills inventory, two explored internal options, a 90-day plan and a rehearsed manager conversation. 1. 09:30–10:00 · My career line (Energiser) 2. 10:00–10:30 · Ladders, lattices and myths (Concept burst) 3. 10:30–11:15 · Skills with evidence (Build sprint) 4. 11:30–12:15 · What matters to me (Diagnostic) 5. 12:15–13:00 · Role explorer (Gallery walk) 6. 13:45–14:30 · The informational conversation (Skill drill) 7. 14:30–15:15 · My 90-day development plan (Build sprint) 8. 15:30–16:45 · The career conversation (Role-play) 9. 16:45–17:30 · Visibility and commitments (Action planning) Recommended: 1 day in person (09:30–17:30), or 3 × 2.5-hour live virtual sessions, plus a 90-day development plan reviewed with each participant's manager. A sample design: every Bodhih program is customised after a short needs analysis. ### How long is a career development workshop for employees? The recommended design is one day in person, from 09:30 to 17:30, followed by a 90-day development plan reviewed with each participant's manager. It also runs as three live virtual sessions of 2.5 hours each, with informational interviews held between sessions. ### What activities are included in a career development workshop? Participants work on their own careers. They draw a career line, build a skills inventory backed by evidence, sort values cards, walk a gallery of real internal roles, practise an informational conversation, write a 90-day plan and rehearse the career conversation with a manager who says 'not yet'. ## How we deliver it ### Built on your frameworks During ADDIE analysis we review your career paths, competency models and internal job processes, so the career development workshop for employees reflects real options. ### Reflect, then plan Guided reflection tools lead into practical planning, so insight turns into a written plan before people leave the room. ### Practice the conversation Participants rehearse the manager conversation in pairs, which makes the real one far more likely to happen. ### Manager bridge Managers receive a short guide to respond well when team members bring their plans, and can join Bodhih's career conversations program. ## Tailored versions ### For Gen Z and early-career cohorts More support on exploring options, building first networks and asking for feedback, with energetic, discussion-heavy activities. ### For mid-career professionals Deeper work on reinvention, specialisation versus breadth, and navigating a changing role as AI reshapes tasks. ### For internal mobility launches Aligned to your talent marketplace or job posting process, with practical guidance on applying and preparing internally. ## How we measure impact We apply the ADDIE Evaluate stage with measures agreed at the start. Participants can complete a skills self-assessment and competency assessments on AssessAll to anchor their plans in evidence. We track how many development plans are discussed with managers within 30 days. At 60 and 90 days, short check-ins review progress on learning milestones, and HR can monitor internal applications, project moves and engagement comments on growth alongside the program. AA Pair this program with [AssessAll](https://assessall.com), Bodhih’s AI assessment platform, for pre- and post-program skill measurement. ## Frequently asked questions ### What happens in a career development workshop for employees? Participants reflect on their skills, strengths and values, explore career options inside the organisation, build a personal development plan and practise a career conversation with their manager. The workshop is interactive, with self-assessment, pair work and role-play. People leave with a written 90-day plan and a clear next step rather than general inspiration. ### What is an individual development plan? An individual development plan, or IDP, is a short document that sets out a person's career goals, the skills they need to build and the specific actions they will take. Good plans combine on-the-job experience, learning from people and formal courses, with dates and review points. The workshop helps each participant draft one that they can refine with their manager. ### How do I ask my manager about career growth? Prepare first: be clear about what you want, the evidence of your contribution and the support you need. Ask open questions about how your manager sees your strengths and gaps, and agree one or two next steps. The workshop gives participants a simple conversation structure and time to rehearse it, so the discussion feels natural rather than awkward. ### Does this workshop encourage people to leave the company? It is designed to do the opposite. When people cannot see growth internally, they tend to look outside. The workshop makes internal paths visible, helps employees plan realistic moves and connects them with managers and mentors. Organisations usually run it as part of a retention or internal mobility effort for exactly this reason. ### How can I move to a different role internally? Start by understanding what the target role requires and talking to people who do it. Identify your transferable skills and the gaps, then close them through projects, learning and mentoring. Discuss the move openly with your manager and follow your organisation's internal application process. The workshop walks through each of these steps with your own policies in mind. ### Should managers attend too? Managers do not need to attend the employee workshop, but they matter a great deal to what happens next. We provide a short guide for managers, and many organisations pair this workshop with Bodhih's career conversations training for managers, so both sides of the conversation are prepared and growth discussions become routine. ### Can the workshop be customised for our organisation? Yes. Bodhih has designed programs for more than 2,000 companies since 2008, and every design follows the ADDIE model. We start by reviewing your career frameworks, role families and internal mobility process, then adapt exercises, examples and duration. Delivery is in person, with trainers travelling from Bengaluru, or [live virtual](https://bodhih.com/live-virtual-classes/).