Career Ladders vs. Career Lattices - Tools for Employee Development

Wednesday November 22nd, 2017 at 10:00am
Written by Jennifer Giannosa - Senior Consultant

How are career ladders and lattices different? How are they the same? And which one is best for your organization’s talent needs?

Although they’re both tools that organizations use to guide employees on a path of career progression, they differ in many ways! In this article, I will review how they’re different, what they have in common and which one might be the best choice for your organizational needs.

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Visualizing Your Recruiting and Succession Plans

Wednesday May 24th, 2017 at 9:00pm
Written by Casey White - Director of Marketing

I wasn’t expecting to be inspired by a field hockey office display, but that’s what happened recently during my visit to a local university. Are you wondering how recruiting and succession planning for your company could possibly relate to a University field hockey program?

Picture this: a striking, larger-than-life visual of a long-range “staffing” plan, highlighting each year from now until 2020, showing field positions, names of current players and potential recruits. It was color-coded and created to help coaches identify, by position, the talent needed to stay competitive and ultimately work toward their goal of building a championship team. It was obvious: they clearly understood they needed talented people to achieve that goal and all the particulars were captured in vivid detail.

That display got me thinking, “How many companies understand what their talent needs look like?” It made me realize that capturing the right kind of data, and making that data come to life visually, is crucial in setting the best goals and vision for the future. How close is your organization to understanding what your talent needs look like – today … in 3 years … in 10 years …?

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COABE 2016 - Reflections from an Adult Education Professional Developer

Wednesday June 29th, 2016 at 8:18am
Written by Kimberly Glenn - Director

This is my fourth year attending the yearly conference run by The Commission on Adult Basic Education and every year my involvement has grown. My first year I was just an attendee, but the next year I presented once, last year I presented twice, and this year I presented a total of four times! The conference reflected the changes and needs of the Adult Education community and it was amazing to see the growth in adult education during this time.

Major themes this year were transitions and career pathways. With the WIOA legislation this idea of preparing students for their next step has become extremely important. Workshop after workshop addressed various aspects of contextualized instruction, career counseling, transitions and career pathways. It was amazing to not only see how eager adult education professionals are about the change, but the vast differences that exist in how the implementation is occurring. There are many different approaches based on population, geography, integrated service options and program structure. I was inspired and motivated by the enthusiasm of the professionals who attended my session “Building Bigger and Better Career Counseling Programs in Adult Education,” and I am so happy that they left the workshop with concrete steps to assist them in implementing strategies for success.

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The Tooling and Manufacturing Association would strongly suggest EDSI be selected for any workforce related initiative with the goal of developing a structured pipeline of employee candidates or improving the productivity of incumbent employees. Daniel Kiraly; Director of Education - Tooling and Manufacturing Association

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