NAVIS CAREER PLANNER Logo
  • At Navis, we curate an innovative and inclusive culture where people matter, careers flourish and excellence is rewarded.
     
    Our vision for the employee experience at Navis is at the heart of our how we approach career development. We want your career to flourish here!
     
    To support your career experience, we use a framework called GROW:
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  • This Career Planner steps you through each component of GROW.

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  • Setting meaningful career development goals requires knowing yourself, and knowing the priorities of the business. In this section we explore:
    Business Priorities
    What priorities are driving the business -- and how can you help?
    Your values
    What’s driving your career today?
    Your career aspiration
    Where do you imagine yourself in 5-10 years?
     
    Business Priorities
    The best career strategy is to align your own goals and values to the priorities of the business. Considering what you know about Navis’ current business priorities:
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  • Values

    Values define what is important to you. They guide your personal conduct, interaction with others, and involvement in career. They influence the environment in which you like to work and the kind of work you choose to do.

    Defining your career goals should include getting clear about what values are important to you today.

    1. Determine your core values. From the list below, check every core value that resonates with you. Do not overthink your selections. As you read through the list, simply select the words that feel like a core value to you personally. If you think of a value you possess that is not on the list, add it to the list.


  • 2. Next, group all similar values together from the list of values you just created. Group them in a way that makes sense to you, personally. Create a maximum of five groupings. If you have more than five groupings, drop those least important. See the example below.

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  • 3. Complete the following steps in the form below:

    A. Choose one word within each grouping that best represents the label for the entire group, and enter those words in the Values boxes below. Again, do not overthink your labels. There are no right or wrong answers. You are defining the answer that is right for you.

    B. Define your top five values. The words you selected are important because they mean something specific to you. People have different interpretations of the same word, so what does that word mean to you? For example, two people may have selected flexibility. To one, flexibility means the ability to be nimble in work style on a day-to-day basis; to another, flexibility means the interest in adding value to different types of organizations or working on different types of projects. Use the 'What it means to me' boxes below to enter your definition for each Value.

    C. Finally, perform a quick self-assessment to measure your alignment with these values. For each value, give yourself a score of 1 to 5, where 1 indicates I am really not living this value and 5 indicates I live this value very consistently.

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  • 5-10 Year Career Aspiration
    Having a sense of direction in your career can be beneficial in many ways. It gives you a vision to work towards and can add meaning to the everyday ins and outs of work. It also helps to define the skills and experiences you need to develop in order to reach that vision. Every vision takes many steps to achieve it.
     
    Defining a career aspiration requires introspection. The following questions can help you begin that inquiry:

  • The next 5 to 10 years of your career will contribute to your overall career success. Consider the following:



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  • Navis Guiding Principles for Success (GPS)
    The desired behaviors we want all employees at Navis to exhibit are our 'guiding principles for success.' Carefully review the behaviors listed below and select one that you will focus on in your Development this year.
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  • Once you’ve set a goal, the next step is to assess your current reality. Consider the following:
     
    Job Curve
    Where are you in the natural cycle of engagement in your current role?
     
    Strengths and Areas to Manage
    Leveraging information about your Top 5 Talent Themes from Clifton StrengthsFinder™:
    • What are your areas of strength?
    • In what areas do you need to manage or improve performance?
     
    Navis Guiding Principles for Success (GPS)
    The Navis Guiding Principles for Successful identify the behaviors that enable excellence in every role you have during your career at Navis.
     
    Job Curve
    The job curve describes a normal, natural cycle of engagement in any particular role. It has a beginning, an apex, and an end. How long it takes to move through the job curve is individual, influenced by factors such as fit for role, stage of your career, and where you put your attention. Your career development needs vary at each phase of the curve.
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  • What specific career development support is important to you, given your current location on the Curve?
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  • Top 5 Talent Themes
    Your talents are naturally occurring patterns of thought, feeling or behavior. When you invest in skills and a knowledge base that support these natural talents, you develop Strength.
     
    Mark your top 5 talent themes, these are your “Signature Themes”.
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  • Defining Strength
    A Strength is an activity that you do consistently well, and you enjoy. When you have a strength, undoubtedly you are leveraging a natural talent. Consider your week. Where were you in your strength zone?
    Examples:
    • Deciphering customer issues
    • Building great relationships
    • Seeing process inconsistencies
    • Asking great questions
    • Being a thinking partner to solve a problem
    • Understanding human behavior dynamics (stressors, needs, etc.)
     
    My Strengths
    Make a list of 3 to 5 strength activities, and the talent themes you leverage to enable your success.
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  • Areas to Manage
    Anything that gets in the way of excellent performance should be considered an area to manage.
     
    Consider your week...
    • Where did you struggle?
    • What activities drained you?
    • What did you resist doing?
    • What activities get in the way of your excellent performance?
     
    Examples:
    • Navigating unclear processes
    • Tracking too many details simultaneously
    • Not responding quickly enough to communications
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  • Practice Activity
    1. Get with a partner, ideally someone you have worked with.
    2. Share an area of strength and a development area identified in the previous exercise. Make sure you consider important behavior competencies (GPS).
    3. Ask your partner for feedback on one or both of these, based on their experience of you.
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  • The next phase of the GROW approach to career development is to consider the options available to you today. This involves looking at
     
    Job Roles
    What are the different job roles at Navis and how do you want to navigate through them?
     
    Next Career Move
    For the next 12-24 months where will you focus? Where will you focus your career development?
     
     
    Job Roles at Navis
    Considering the information available about job roles at Navis, in which direction do want to take your career?

  • Next Career Move
    Based on your review of Navis job roles, what will your next career move be? You essentially have 3 choices and any of these are equally valuable and important.
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  • Reviewing the job role definitions for your current and desired next role, what skills are important for you to focus on developing? Identify the top 3 skills to develop.
  • 3Es of Development
    Adults learn in three primary ways. We learn from hands-on experiences (70% of our learning), from exposure to others (20%), and from formal education such as training (10%). Your development plan should include a mix of each type of learning modality.
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  • Use GROW for effective career conversations.
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  • Some questions you may want to ask during career development conversation:
    1. What do you see as my Strengths?
    2. Where are the blind spots or gaps in my performance?
    3. What potential obstacles to my development plan should I think about?
    4. Where could our business priorities best leverage my strengths?
    5. What has helped you in your career that I could benefit from knowing?
    6. Who would you recommend I reach out to, to help me develop my skills?
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  • Personal Board of Directors

    Just as the best companies have a Board of Directors, you too will benefit from having people guide your career. Ideally, this is three-four people whom you respect and can turn to regularly for advice and support. As the diagram below shows, this can be from both your personal life, and your professional one. As you consider who to add to your Personal Board of Directors (PBOD), these questions will help:

    • Whose opinion do I value?
    • Who has perspective that would be helpful?
    • Who can/do I turn to for help?
    • Who has interest in my success?

      Recommendation:
      Meet with your PBOD 2 to 3 times per year, and use the GROW framework to guide your discussion.

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  • My Career Development Plan
    Now it’s time to create your Career Development Plan.

  • Obstacles to Career Development
    Make note of any obstacles you foresee regarding your career development.
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  • Begin your career planning by assessing how you well you’re doing in your approach to career development today. Using a scale of 1 (low) to 5 (high), rate how well you’re doing in each of these career development responsibilities:

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