Building a Career Growth Plan That's Truly About Them – A Conversation with Michael Walsh (Part 10 in the Freedom by Design Series)

In Episode 268 of Paper Napkin Wisdom, we continue the Freedom by Design series with leadership expert and business growth strategist Michael Walsh. Michael has helped countless organizations align leadership and team development with sustainable growth—and in this tenth installment, he delivers a crucial message for anyone leading people: Develop a career development growth plan that's not about your business, but about your people.  The napkin reads: "Develop a Career Development Growth Plan" with four key ideas underneath:  It's all about them  Longer-range goals (10 yrs)  Superpower & Kryptonite  Learning over the next 3 years  This deceptively simple napkin is actually a career growth compass—one that aligns with the values of true leadership: unlocking potential, not prescribing performance. It's about cultivating human flourishing as a growth strategy. And in today's market, it's more than thoughtful—it's necessary.  It's Not About You—It's About Them  Michael kicks things off with a strong perspective: "Career development should never start with the business—it should start with the person."  Too often, growth planning starts from the company's perspective: "What do we need them to become?" But in this model, Walsh challenges leaders to flip the lens and ask instead: "What do they want to become—and how can we support that journey?"  When people feel seen and supported for who they are and what they want, they show up differently. This shift in posture—from extraction to empowerment—creates a culture where career development becomes a mutual investment.  "They'll run through walls for the business… if the business is helping them become who they want to be."  Think 10 Years Out  Most "development plans" barely look beyond the next performance review. But Michael challenges us to have a 10-year conversation. Why?  Because when people are invited to imagine themselves that far ahead, they reveal bigger dreams—and we as leaders get to help shape pathways that unlock them.  He puts it this way: "Ask your people where they want to be in 10 years—not in this company, but in life." Then, build the plan backward from there. When that horizon becomes part of your 1:1 conversations, it changes the tone entirely.  "It's not about retention tactics—it's about becoming a career launchpad."  Discover Superpowers and Kryptonite  Great leaders develop people by understanding both their greatest strengths and their biggest stumbling blocks.  Michael suggests having open, honest conversations about:  What lights them up?  What drains them?  What do they do better than most?  What patterns derail their progress?  Naming these openly allows teams to design around both—leveraging strengths while creating support structures to mitigate weaknesses. It's about helping people build not just competency, but self-awareness.  "If we don't name the Kryptonite, it'll keep sabotaging their success."  Map the Learning Journey  Once the long-term vision and present-day strengths and weaknesses are clear, the next step is identifying what learning needs to happen in the next 3 years to close the gap.  This might include formal education, mentorship, stretch roles, side projects, or even coaching. The key is: you're not managing performance—you're engineering momentum.  Michael stresses: "This is where the leader becomes a designer."  Too many companies fail to link learning and development to a person's desired trajectory. This model corrects that by making learning intentional, aligned, and personal.    5 Key Takeaways from Michael Walsh (Episode 268)  1. Make Career Planning About the Person, Not the Role  "Start by asking who they want to become—not what job they want to do better."  Take Action: In your next 1:1, ask your team member what their ideal life looks like in 10 years. Just listen.    2. Use 10-Year Vision to Unlock True Aspiration  "Most people have never had anyone ask them that far ahead."  Take Action: Include a "10-Year Vision" section in your employee development framework. Make it part of your quarterly check-ins.    3. Identify Each Team Member's Superpower and Kryptonite  "You can't grow someone if you don't know what grows them—or what stunts them."  Take Action: Ask your team: "What's one thing you do better than most—and one thing that reliably throws you off your game?"    4. Plan 3 Years of Learning to Bridge the Gap  "Make learning the path—not the perk."  Take Action: Help each person identify 1-2 high-impact learning goals that support their 10-year vision, and resource them.    5. Your Company Can Be Their Launchpad  "The best retention strategy is being the place where they become who they're meant to be."  Take Action: Reposition career growth conversations as a partnership. Build a development roadmap that serves them and the business.    In a world where people are rethinking work and fulfillment, Michael Walsh gives us a napkin that's as timely as it is timeless. Developing people isn't just a leadership responsibility—it's a privilege.  And as Michael reminds us: "When people know you're invested in who they want to be, they'll help you build something great."  So: What if your business was the best place for someone to discover their future self?    📌 If this episode inspired you, here's your challenge: Grab a napkin and write down your own team member's name—then sketch out what a 10-year, person-first development plan could look like.  Share your napkin with us using the hashtag #PaperNapkinWisdom and let's build a better future together.  Contact Michael:  www.walshbusinessgrowth.com