Explore Spreetail Program (Topics (Logistics overview (How to continue…
Explore Spreetail Program
1:1 "blocks" of time after lecture or discussions with each participant (optional) -- what came out of this, feedback, what does this mean for me?
Panel -- previous internal moves
Homework -- providing clarity on what success looks like; solo vs. group work
Role-playing for feedback conversations
Spreetail/internal resume; qualifying experiences at Spreetail into transferable skills
How do we plan around groups like CE? Makeup courses?
Identified dept, but no role exists
Asking manager about development
Performance - I'm not doing well in my role, but want to move
How can I acquire new skills? Options? Resources? Modes of learning?
Doing well in role, but not "engaged" in team/role
Want to stay on current team/dept, but can't really move up to next level because of limited roles/already a team lead
Really like their role, but want to continue to raise their bar and level up in current role (developing w/o moving)
"Other companies are doing X, I think Spreetail should do X too" re: new roles, new responsibilities
New role creation; or desire to own new responsibilities/tools
I thought I wanted to do X role, now I don't want to pursue it; pivoting from career decisions; risk in career changes (what to evaluate)
How to continue development journey
Getting feedback after role (positive or negative)
Examples of past internal moves
How to approach a hiring manager or someone they want to learn from
What's my long-term career goal (before breaking it down)?
% of participants enter next stage of pipeline
% of participants see improvement in Q reviews
Next Steps: Rotations, Roles
How to anticipate
How to set expectations when people express interest in pursuing roles; need to be very clear about "WIIFM"
They come away with a PLAN (plus assets like resume, path, applying for shadowing/rotational, external learning request)