Inner Quest - Your Journey Within

Employees who have regular career conversations are 2.9x more likely to be engaged, yet most people avoid these conversations. Here's exactly what to say.

Why These Conversations Matter

2.9x higher engagement when having regular career talks (Gallup)
47% of employees leave due to lack of development (LinkedIn)
15% lower turnover for managers who discuss growth (SHRM)

The Career Conversation Framework

Step 1: Clarify Your Goals (Before the Meeting)

Use these tools to get clear:

Career Values: What matters most?
VIA Strengths: What do you want to do more of?
Work-Life Circle: What's missing?

Your Goal Statement Template

"Within the next [timeframe], I want to [specific goal] because [reason aligned with company and personal growth]."

Examples:

"Within the next year, I want to lead a cross-functional project to develop my leadership skills."
"Within 6 months, I want to take on more data analysis work to become a subject matter expert."
"Within 2 years, I want to transition into product management to leverage my technical background."

Step 2: Schedule the Conversation

Subject: Career Development Discussion

Hi [Manager],

I'd love to schedule 30-45 minutes to discuss my career development and growth opportunities within the team/company. I have some ideas I'd like to share and would value your guidance.

Would [suggest 2-3 times] work for you?

Thanks,
[Your Name]

Step 3: Structure the Conversation

Opening (First 5 mins)

"Thanks for making time. I wanted to talk about my career development. I'm really happy here and excited about [specific aspect], and I want to make sure I'm contributing at my highest level while continuing to grow."

Middle (Next 20-30 mins)

"Specifically, I've been thinking about [your goal]. I believe this would help me [benefit to company] while developing [skill area]."

"What are your thoughts? Do you see opportunities for me to move toward this goal?"

Closing (Last 5-10 mins)

"Just to recap, the next steps are: [1-3 action items]. Can we check in on progress in [timeframe]?"

Scripts for Common Scenarios

Scenario 1: Want a Promotion

"I've been with the team for [X time], and I'm interested in growing into a [target role]. I understand the key expectations are [list 2-3]. I'm already demonstrating [strengths], and I'd like to focus on developing [gap area] over the next 3-6 months."

"What should I prioritize to be ready for that level? Can we revisit this in 6 months?"

Scenario 2: Want to Change Roles Internally

"I've been thinking about my long-term direction, and I'm increasingly interested in [target role]. I'm not planning to leave the company—I love it here—but I wanted to be transparent. I believe my [skills] would translate well."

"Have you seen people make this transition internally? What would you recommend?"

Scenario 3: Want More Responsibility

"I'd like to contribute at a higher level. I'm interested in [leading a project/mentoring] because it would [benefit to team]. I know you're focused on [team priority], and I think this aligns well."

"Would you be open to me taking this on? I'm happy to start small and prove I can handle it."

Scenario 4: Want More Flexibility

"I've noticed I'm most productive when [specific reason]. I'd like to propose [arrangement] to see if it helps me deliver better results. I'm committed to maintaining [collaboration/availability], and here's my plan: [specifics]."

"Could we try this for 60 days and evaluate how it's working?"

Scenario 5: Feeling Stuck or Burned Out

"I wanted to check in honestly. I've been feeling [stuck/burned out] recently, and I want to address it before it becomes bigger. Specifically, I've noticed [concrete observation]."

"I care about the team and want to keep contributing. Can we talk about adjusting [workload/responsibilities] to help me get back to my best?"

Handling Difficult Responses

"We don't have budget"

Reply: "Could we discuss a title change that reflects my current work, even if salary comes later?"

"You need to stay longer"

Reply: "What milestones would help me be ready sooner? I want to exceed expectations."

"This isn't a good time"

Reply: "When would be better? I want to make sure we carve out space for this."

"You're not ready"

Reply: "Can you share specific examples of gaps? I want to close them."

Follow-Up & Accountability

Subject: Career Development - Next Steps

Hi [Manager],

Thanks for our conversation. Here are the takeaways:

My Goal: [Goal]

Action Items:

☐ [Action 1 - Owner]
☐ [Action 2 - Owner]

Check-In Date: [Date]

Best,
[Your Name]

What If Your Manager Isn't Supportive?

Signs of Unsupportive Manager:

Consistently avoids career conversations
Dismisses goals without explanation
Promises action but never follows through

Your Options:

Build relationships with other leaders (careful networking)
Pursue external development (courses, coaching)
Consider leaving if blocking your growth (use Career Transitions Guide)

Recommended Frequency

Quarterly: Brief check-in (15-20 mins)
Bi-Annually: Deeper conversation (30-45 mins)
Annually: Major review and goal-setting (60 mins)

Your Next Step

Schedule your first career conversation this week.

Use this template: "Hi [Manager], I'd love to schedule time to discuss my career development. Would [Day/Time] work for 30 minutes?"

Then use the Focus Commitment Tracker to stay accountable to the action items from your conversation.

How to Have Career Conversations with Your Manager