FOR EMPLOYEES
Own your career. Ask for the next level.
Nobody is coming to hand you the next level. Name what you do well, decide where you are going, and ask for it with confidence. Pick a script below and use it this week.
Start in your first week
Do not wait for the perfect plan. Take one action in your first week.
- List your five biggest results from the past year.
- Write one 90-day goal with a clear finish line.
- Ask your manager for 20 minutes to talk about where you want to grow.
- Block five minutes this Friday for your career check-in.
Have the conversation on Monday
Scripts are starting points. Fill in the brackets, then aim to leave every conversation with one action, one owner, and one follow-up date.
Talk about your ambition
Open:
“I’d like to use part of our 1:1 today to talk about my career direction and the next level of impact I want to grow into.”
Name what you want:
“I want to grow into a role where I’m leading larger initiatives and contributing at a more strategic level. I’d like us to align on what that path could look like.”
If the answer is “you’re doing great, keep it up”:
“Thank you. To make this actionable, could we identify two or three specific capabilities or experiences that would show I’m ready for the next level?”
Close:
“I’ll summarize what we aligned on and draft a development plan. Let’s revisit my progress in 30 days.”
Resolve misaligned expectations
When expectations change:
“I noticed the expectations for this project have shifted. Can we walk through what changed and what success looks like now so I can adjust quickly?”
When feedback is vague (“be more proactive”):
“Can you share a recent moment where I could have shown more proactivity? That will help me anchor the behavior.”
When the goalposts keep moving:
“Can we confirm the final scope, priorities, and success measures so I can deliver confidently and avoid rework?”
Make your 1:1 a shared conversation
Bring a short agenda:
- Quick wins and progress
- Blockers or decisions you need help with
- Development and capability building
- Alignment on next week’s priorities
If development gets squeezed out:
“I want to make sure we also cover development today. Could we use the last 10 minutes for that?”
Turn praise into growth and sponsorship
When you hear “Great job”:
“Thank you. I’m proud of the impact. I’d like to build on that momentum. Are there upcoming initiatives where I could contribute at a higher level?”
Ask for a stretch assignment:
“I’m ready for a stretch assignment that builds my capability in [skill or area]. What evidence would help you feel confident recommending me?”
Close with a specific commitment:
“I’ll follow through on [action]. Could we check in by [date] about [introduction, opportunity, or next step]?”
Close the loop in writing
Send a short follow-up so you both leave with the same understanding: what you will do and by when, what they will do and by when, and the date you will revisit the topic. Before you go in, know what you want, which example you will bring, and your clear ask.
Build a plan that moves you forward
A plan is not a promise of promotion. It is a way to show evidence, name the experiences you need, and review progress together every quarter.
PART 1
Strengths and gaps
Rate your strategic, operational, leadership, technical, collaboration, growth, and mobility capabilities with real examples, then choose the one capability to build next.
PART 2
Career direction
Clarify your interests, motivations, values, constraints, and openness to change. Finish with one small career experiment you can test.
PART 3
Capability map
For each capability your target role needs, compare current evidence to the gap, then set an action, a timeline, and a measure you can observe.
PART 4
Experience builder
Pick stretch work, cross-functional exposure, rotations, or ownership of a project, and confirm scope, decision rights, and support so it is a stretch, not just extra work.
PART 5
Quarterly tracker
Each quarter ask: what did I try, what did I learn, what evidence changed, what barrier needs support, and what should continue, change, or stop?
Quick check: is your plan ready to share?
Pick the closest answer for each item. Weaker answers are revision prompts, not a verdict.
Runs in your browser only. Nothing is saved or sent.
Nobody is coming to hand you the next level. Go get it.
GO DEEPER
Want the full guided version?
Everything above is yours to use. If you want a step-by-step path with worksheets you keep, ask about the workbook and we will tell you what is inside.
Inside the workbook: four chapters
Each chapter ends with a worksheet you can complete in a sitting.
CHAPTER 1
Know Where You Stand
Your strengths inventory, your growth edges, and an honest look at what has been holding you back.
CHAPTER 2
Set Goals That Actually Matter
Goals versus wishes, the three-layer goal framework, and how to align your goals with your organization.
CHAPTER 3
Have the Conversations That Change Everything
The four conversations every employee should have, how to prepare for high-stakes ones, and what to do when one goes sideways.
CHAPTER 4
Build Habits That Stick
A five-minute Friday check-in, a learning habit, making yourself visible without showing off, and a 90-day momentum plan.
Inside the workbook: three worksheets
Pull them out before reviews, one-on-ones, and career conversations.
WORKSHEET 1
My Career Snapshot
Your strengths, results, and growth edges on one page.
WORKSHEET 2
My 90-Day Goal Plan
One goal that matters, a timeframe, and a way to know it worked.
WORKSHEET 3
My Conversation Prep Sheet
What to say, what to ask, and what you want to walk away with.
YOUR PATH
Ready to move? Pick your path.
DO IT YOURSELF
Employee Workbook
Self-guided. The full scripts, plans, and weekly actions in one place.
Ask about the workbookWORK WITH ME
1:1 Career Coaching
Set one clear goal, then take one action before every session.
Book a conversationYour next level starts this week.
Questions, or want the full workbook? Send us a note, or take the Career Moves diagnostic if you are weighing a bigger change.
Contact us