In any organization, personal growth isn’t just handed to you—it’s a path you carve out with intention and insight. While your manager can provide guidance and your peers can offer support, the real power to shape your journey lies with you. Today is a good day to take control of your career path and begin charting your career path, using your company’s Career Advancement Framework as both a map and a compass.

To be fair, this guide assumes your company actually has a Career Advancement Framework. It might be called “Growth Docs” or “Step-up Guide” or any number of things, but there is a good chance your company has one. If not, no worries—I’ve got other guides on how to develop your own framework.

Begin by fully grasping your current role within the company. Know the skills you need, the duties expected of you, and the impact you should be making right now. Setting this clear baseline helps you not just meet, but potentially exceed expectations.

I learned this the hard way. Early in my career, I assumed that doing great work would be enough. That if I just kept my head down and delivered, recognition and advancement would naturally follow. But that’s not how it works. Over time, I realized that careers don’t advance on their own. Your career is your product—own its roadmap.

What’s your next career milestone? Delve into the Career Advancement Framework to identify the next stage and understand what additional skills or knowledge you need to get there. This step is about defining your next move and charting a clear, actionable path to get there.

A good way to approach this is by treating your career like a product in development—constantly iterating, refining, and improving based on feedback and performance. Consider your strengths first. Then, identify the gaps that might be holding you back. What specific skills or experiences will help you bridge those gaps and confidently step into the next level? Thinking of your growth in this way keeps you from feeling stuck—it turns development into an ongoing, strategic process.

Take a hard look at where you are versus where success demands you to be—and where you truly want to go. This perspective can reveal gaps, but it may also uncover opportunities to redefine your career path entirely. Conduct a thorough skill gap analysis—focus especially on areas like understanding and prioritizing customer needs, which are often pivotal in progressing to higher stages.

Not sure where to start? Here’s a simple exercise:

1. Find someone already in the role you aspire to.
2. Talk to them.
3. Ask about their journey, the choices they made, and the skills they had to develop.
4. Observe what they do differently.

What decisions do they make? How do they approach challenges? Reverse-engineer their path and compare it to where you are today.

Regular feedback is your growth fuel. Engage with your manager, mentors (formal or informal), and peers to get a clear picture of your progress. Their insights can help you tweak and refine your strategy as you advance.

But feedback doesn’t have to come just from people you directly work with. Leverage industry meetups, professional networks, and even job interviews to gain valuable insights. When asked at the end of an interview if you have any questions, try this: “Based on what I’ve shared, what signals am I sending about my strengths and areas for growth?” This can help you refine your path and how you present your narrative.

Feedback is rarely given automatically. Ask for it directly, and put yourself in situations where it naturally arises—whether through team discussions, project retrospectives, or casual conversations with peers. Be specific: “What’s one thing I could improve to be more effective in my role?” Direct, clear questions yield actionable answers, but so does putting yourself in environments where growth conversations naturally happen.

Keep a detailed record of what you’ve accomplished—and what hasn’t gone as planned. How have your contributions affected projects, team goals, and broader business objectives? What setbacks taught you the most? This data is invaluable during performance reviews and when making the case for your advancement.

A simple way to do this is by keeping both a “wins” and “lessons learned” document. Every time you contribute something meaningful—or face a failure that pushes your thinking—jot it down. We often learn more from failure than success. And if one of those experiences becomes a compelling part of your brand narrative, add it to your portfolio. It doesn’t have to be perfect—just capture it while it’s fresh.

Growth is not a set-it-and-forget-it deal. It requires ongoing attention and adjustment. Regularly revisit the Career Advancement Framework with your manager to ensure you’re in sync with the evolving goals of your role and the organization. But not every manager is engaged in or even believes in this kind of growth—or tracking it. You may not even have a leader who values 1:1s. In that case, it will be up to you to look for signals and find alternate paths to assessment. Be prepared to pivot your plans and set new targets as you grow.

Think of this as a product update—iterate, release, and improve. Your career isn’t a single launch; it’s an evolving system that needs constant refinement.

In every decision, solution, and design, put the customer first. Your ability to internalize and act on customer insights is crucial, as emphasized throughout the Career Advancement Framework. However, not every company prioritizes the customer in the same way.

In some organizations, it may seem like the only focus is on hitting a number, regardless of the customer experience. But as seasoned professionals, we know that sustainable success—hitting and exceeding key metrics—starts with understanding and delivering on customer needs.

To do this effectively, you need to know who your customer is, the outcomes they’re striving for, and what success looks like from their perspective. Align these elements, and your company wins. If you ignore them, the company might see short-term gains, but it will miss out on the full potential of customer-driven growth. When you solve for the customer, you don’t just drive incremental success—you create lasting impact. And the more you contribute to customer success, the more valuable you become within your organization.

A Career Advancement Framework should be a natural part of any organization, but that isn’t always the case. When you’re on your own, do your best to leverage the framework and adapt how you reference it to others in a way that resonates with their mindset.

One of the best ways to do this is by embedding these discussions into existing mechanisms like design reviews, 1:1s, and team meetings. You can also create organic opportunities through coffee chats, mentorship circles, or informal learning sessions. Making career growth a natural part of your conversations—not just a once-a-year topic—will help it become an ongoing, integrated part of your professional development.

Finding ways to communicate growth expectations effectively is a valuable skill in itself, one that will serve you well in any role.

Growth isn’t always straightforward. There will be roadblocks, uncertainty, and times when it feels like progress is stalling. Maybe the expectations aren’t clear, the guidance isn’t there, or the path ahead seems murky. These moments can be frustrating, but they are also opportunities to adapt, seek out new perspectives, and carve your own way forward.

Here are some common challenges and how to overcome them:

• “My manager isn’t guiding me.” Not all managers are proactive in development. If this is the case, look for signals that your manager may be guiding you in less obvious ways—through the types of projects you are assigned, the feedback they provide, or the challenges they encourage you to take on. If direct guidance is lacking, seek out mentorship informally. Observe strong leaders in your company, ask for occasional advice, and build your own support system. Sometimes, the best guidance comes from peers or even through self-directed learning.
• “I don’t know what skills I need next.” If the framework isn’t clear, look at the people who inspire you. What do they do differently? What decisions do they make that lead to success? If you’re unsure about the skills you need, take another look at the outcomes you want to drive for yourself. Growth isn’t just about improving skills—it’s also about identifying which skills no longer serve your goals and where you don’t need to spend cycles. Sometimes, reassessing your focus can lead to entirely new career directions.
• “My company doesn’t have a growth framework.” No problem. We have a strong framework outlined in article Own Your Growth, but no matter what framework you use, the key is to connect what your company cares about with your value chain and where you want to grow. Define the skills required for the role you want, identify areas for improvement, and align them with both business priorities and your personal career goals.
• “I’m not getting feedback.” It can be frustrating when you’re putting in the effort but not receiving the feedback you need to improve. If your manager or peers aren’t providing regular insights, take the initiative. Ask specific questions like, “What’s one thing I could be doing better?” or “What’s a skill you think I should focus on next?” You can also seek out informal feedback through peer reviews, industry mentors, or even by reflecting on project outcomes and customer impact.
• “I feel stuck and don’t know how to move forward.” It’s common to hit a plateau where growth feels stagnant. If this happens, reassess your goals—are you still moving toward something meaningful? Look for lateral moves, stretch assignments, or cross-functional projects that challenge you in new ways. Sometimes, growth isn’t about a promotion but about expanding your impact and influence in ways you hadn’t previously considered.

AI is becoming an increasingly valuable tool in shaping career development. When mentorship, structured guidance, or career frameworks are lacking, AI can help bridge the gap. From providing insights on industry trends to offering personalized skill-building recommendations, AI tools can act as a career co-pilot.

Ways to leverage AI for your growth

• Skill Development – AI-driven platforms can analyze your skills and suggest personalized learning paths, courses, or projects to strengthen your expertise.
• Feedback and Coaching – AI-powered tools can help analyze your work, provide insights on areas of improvement, and even simulate coaching conversations when direct feedback is hard to come by.
• Job Market Insights – AI can track emerging trends, in-demand skills, and industry shifts, helping you make strategic career decisions before opportunities pass you by.
• Resume and Portfolio Optimization – AI-driven platforms can assess your resume, LinkedIn profile, and portfolio, offering data-backed suggestions to improve visibility and positioning.
• Interview Prep – AI can generate potential interview questions, analyze your responses, and help refine your storytelling to better articulate your strengths and impact.

While AI isn’t a replacement for real-world mentorship and experience, it can be a powerful tool to supplement your growth journey, fill in gaps, and keep you on track.

Stay tuned for our upcoming article, AI as Your Career Co-Pilot: How to Use AI to Accelerate Your Growth, for a deeper dive into these strategies.

Taking ownership of your career development ensures that even in environments with limited support, you continue advancing. The more intentional and proactive you are, the greater your impact and opportunities for growth.

1. Define Your Growth Areas – Identify the specific skills, knowledge, or experiences you need to reach your next career milestone. Use the Career Advancement Framework, feedback from mentors, and self-assessment to pinpoint these gaps.
2. Create a Learning Strategy – Depending on your goals, this could involve targeted training, taking on stretch projects, or engaging in mentorship. Break your development into manageable steps with clear timelines.
3. Engage Your Manager (If Possible) – If your manager supports growth, work with them to develop a structured action plan that aligns with business goals. Discuss potential projects, training resources, or skill development opportunities that could enhance your role.
4. Find Alternative Support – If your manager isn’t actively invested in growth or doesn’t understand your discipline, seek guidance elsewhere. Identify senior peers, industry mentors, or professional communities that can offer direction and feedback.
5. Make Your Growth Visible – Align your goals with business needs to create a compelling case for investment in your development. Proactively take on challenges that demonstrate your expanding skill set, share progress in relevant forums, and seek feedback along the way.
6. Track and Iterate – Regularly assess your progress and adjust your plan based on new opportunities, feedback, and changing career goals. Growth is an ongoing process—keep refining your approach as you learn.

Work with your manager to develop a tailored action plan that addresses identified gaps. This might involve targeted training, seeking out mentorship, or taking on specific projects that will stretch your capabilities. However, not all managers actively invest in growth, and some may not fully understand your discipline if they come from a different background. If this is the case, take ownership of your development.

Seek out experienced peers, industry mentors, or professional communities that can provide meaningful guidance and support. Align your growth goals with business needs to create a case for investment. Look for ways to demonstrate your expanding skill set through projects that have measurable impact. If opportunities aren’t obvious, create them—identify gaps, propose solutions, and take the initiative to drive meaningful contributions.

When you’re eyeing the next level, alignment with your manager is key. Use the insights and evidence gathered through the Career Advancement Framework to demonstrate your readiness for advancement. However, advancement isn’t always the best measure of growth or success. Many capable and deserving people never receive promotions for a variety of reasons—organizational constraints, shifting business priorities, or a lack of opportunities at the right time. That doesn’t mean they aren’t growing or making an impact.

Instead of focusing solely on promotions, consider other measures of growth—expanding your influence, deepening your expertise, driving meaningful change, or increasing your visibility and impact within the company. If you’re not seeing the advancement you expect, take a step back and assess whether you’re positioning yourself effectively, whether the timing is right, and if there are alternative ways to achieve your career goals.

For a deeper look at the factors that influence promotions beyond readiness, check out our article Beyond Readiness: The Factors Behind Promotions.

Navigating your career is a proactive endeavor. Align with your support system, focus sharply on the customer, and use the Career Advancement Framework not as a mere checklist, but as a dynamic tool to craft a meaningful, impactful career.

More importantly, remember this: Your career is yours to lead.

So this week, take action. Reach out to someone who inspires you or is in a role you aspire to. It doesn’t have to be a formal 1:1—sometimes the best insights come from a casual coffee chat. Growth is worth the price of a cup of coffee. Ask them how they navigated their growth, what challenges they faced, and what they wish they had known earlier. Then, take one concrete step based on what you learn. Growth isn’t about waiting—it’s about doing.