accelerate competency development with Strategic Career Development
Career pathing at the speed of change:
Building agile development models to retain talent
Vanessa Forslev
Culturability Consulting, LLC
Vanessa is an accomplished organization development strategist with 14 years of experience in shaping transformative cultures at top companies such as Etsy, Kobalt Music, and Gap Inc. Known for her strategic insight and skill in fostering psychologically safe environments, she adeptly navigates organizations through transitions like mergers and IPOs. In 2024, Vanessa founded Culturability Consulting, dedicated to helping leaders cultivate belief-driven cultures and empowering teams to manage change independently. A board member of the Minnesota Organization Development Network, she balances organizational needs with employee well-being, enhancing both performance and resilience. Residing in Minneapolis with her family, Vanessa cherishes learning and growth through gardening, language studies, and painting while also volunteering in animal rescue.
The Power of Career Development
A report from McKinsey found that a lack of career development and advancement was the top deciding factor to look for another job (“The Great Attrition is Making Hiring Harder. Are you Searching the Right Talent Pools?” 2022). Yet in many organizations, employees—particularly those in early to mid-level roles—find themselves frustrated by the lack of clear career paths and slow processes for skill development.
This gap is costing companies dearly. Gallup estimates that replacing an employee can cost up to twice their annual salary when factoring in recruitment,
onboarding, and lost productivity (“42% of Employee Turnover is Preventable but Often Ignored,” 2024). High turnover, disengaged employees, and the rising costs of hiring and training replacements are just the tip of the iceberg. While organizations may recognize the importance of career development, they often lack the structure, processes, and skills to proactively develop their employees.
But what if organizations could break this cycle? What if career development and growth could match the pace of a modern career, keeping employees engaged, motivated, and ready to grow?
Addressing Career Development Challenges
The problem: Outdated career pathing models are failing employees
For today’s workforce, career development is no longer a “nice-to-have”—it’s a non-negotiable. Research consistently shows that career development is one of the most effective strategies managers can use to boost retention, engagement, and productivity. Plus, it ensures organizations stay competitive by keeping employee skills aligned with evolving market demands. (Forbes, “Grow or Go: Why Career Development Matters More Than Ever,” 2024)
Employees who receive ongoing training and development tend to be more productive and innovative. By expanding their skills and knowledge, they can contribute more effectively to the company’s goals and adapt to changing industry trends. Yet, many organizations fail to deliver on this, leaving employees feeling unsupported and businesses falling behind.
Here are the common challenges I see when working with clients:
Incomplete development frameworks
Most organizations I work with are missing key components of holistic career development, such as clear career paths, competency frameworks, or actionable feedback loops in performance reviews.
Lack of visibility
Employees often struggle to see what career opportunities are available within the organization or what skills are required to move forward. This lack of clarity leads to disengagement and frustration.
Slow competency development
Traditional competency models are too rigid and time-consuming, often taking months—or even years—to design. By the time they’re rolled out, both the employee’s needs and the business’s priorities may have shifted, rendering them ineffective.
Frustration and attrition
When employees feel their career growth has stalled, they start looking elsewhere. In fact, a report from Pew Research Center found that a lack of career development and advancement resulted in 63% of all employee turnover (“Majority of Workers Who Quit a Job in 2021 Cite Low Pay, No Opportunities for Advancement, Feeling Disrespected,” 2022).
agility, responsiveness, and tech enabled
The Solution: Career pathing at the speed of change
To address these challenges, organizations need to adopt a more agile approach to career pathing across many different HR use cases. This means creating development models that are fast, flexible, and responsive to both employee and business needs.
Stop the bleeding at key moments
Focus on interventions during the most critical points in an employee’s career journey, such as:
- Promotion-readiness: Ensure employees are prepared for upward moves by identifying and addressing skill gaps early.
- Early attrition risk: Provide personalized growth opportunities to high-potential employees before they start exploring external options.
- Mid-career stagnation: Offer lateral moves, stretch assignments, or leadership opportunities to reinvigorate employees who feel “stuck.”
Focus on high-impact development activities
With faster, more relevant competency models in place, HR teams and managers can shift their energy to high-value activities like:
- Skill-building programs tailored to individual and team needs.
- Facilitating career conversations that give employees clarity on their next steps.
- Establishing mentorship and advocacy programs that build stronger employee-manager relationships.
Leverage agile tools and data-driven insights
Platforms like Kompetently allow organizations to accelerate competency development by analyzing employee skills and creating personalized career paths. By integrating real-time learning and feedback mechanisms, employees can track their progress and adjust their development plans as they go—keeping them aligned with evolving job requirements.
Retention, Profitability, and Brand impact
The impact: Retention, satisfaction, and a stronger employer brand
By modernizing career pathing and aligning it with the speed of today’s workforce, organizations can unlock several powerful outcomes:
- Retention: Employees who see a clear path forward are far less likely to leave, reducing costly turnover and improving organizational stability.
- Satisfaction: Career development is a top driver of employee engagement. Satisfied employees are more productive and contribute to a positive workplace culture.
- Reduced hiring costs: By retaining top talent, companies save on recruitment, training, and lost productivity.
- A stronger employer brand: Organizations that prioritize career growth stand out in the competitive talent market, attracting high-caliber candidates who value development opportunities.
A Personal Note On Why This Matters
It’s rewarding to see the difference that clear, agile career development models can make—not just for organizations, but for individuals who want to thrive in their roles. Whether it’s building frameworks, creating personalized career paths, or supporting managers in fostering growth conversations, I love finding solutions that help people and businesses succeed.
Become a value creator and trusted advisor to your organization.
And, remember, all management is change management!
McKinsey, “The Great Attrition is Making Hiring Harder. Are You Searching the Right Talent Pools?” 2022
Gallup, “42% of Employee Turnover is Preventable but Often Ignored,” 2024
Forbes, “Majority of Workers Who Quit a Job in 2021 Cite Low Pay, No Opportunities for Advancement, Feeling Disrespected,” 2022
