It’s August, so most companies are fresh off mid-year performance reviews and career
progression discussions with employees. This is a good time of year for the career-development conversation because this formal review period is often de-linked from
Employees and managers also tend to be in more constructive moods at mid-year
reviews, so they can focus more on growth than year-to-date contributions and progress
toward annual goals. Most employees expect a linear plan they can follow up the ladder of
success, but when you reach the senior-management rung, growth discussions become
more complex, and it is all too easy to get stuck.