Build a career development plan using only my provided information. My current role and experience are [CURRENT ROLE AND EXPERIENCE]. My target role or direction is [TARGET DIRECTION]. My strongest evidence of impact is [ACHIEVEMENTS AND EVIDENCE]. The job requirements, competency framework, or market signals I am using are [TARGET REQUIREMENTS]. My constraints and available opportunities are [CONSTRAINTS AND OPPORTUNITIES]. Start with a gap analysis that separates: transferable strengths, skills I need to demonstrate more clearly, skills I need to build, and requirements that may need a longer-term transition. Do not assume a credential, promotion path, salary, job opening, manager support, or industry experience that I did not provide. Then create a 90-day plan with three development bets maximum. For each bet, include the capability, why it matters for the target direction, a work-based stretch assignment or portfolio artifact, a learning resource type, a feedback source, a measurable evidence-of-skill target, and a calendar checkpoint at days 30, 60, and 90. Include one relationship-building action that is respectful and specific, not a generic networking request.
Finish with: a concise manager-development conversation agenda; three résumé or LinkedIn evidence bullets I could earn only after completing the plan; and a decision rule for whether to deepen the current path, change the target, or gather more information.
Do not invent accomplishments, metrics, titles, referrals, certifications, or labor-market facts. Before answering, check that every development bet leads to observable evidence relevant to [TARGET REQUIREMENTS], and flag any requirement unsupported by my current experience. Ask up to 3 clarifying questions only if a required input is missing.Fill in
| Placeholder | What to enter | Example |
|---|---|---|
| [CURRENT ROLE AND EXPERIENCE] | Describe your current job, responsibilities, prior experience, and relevant skills. | Business analyst at a regional insurer for three years; I map processes, write requirements, and facilitate weekly stakeholder meetings |
| [TARGET DIRECTION] | Name the role, specialty, level, or career change you are considering. | Product manager for internal workflow software |
| [ACHIEVEMENTS AND EVIDENCE] | List real results, projects, feedback, and examples of work you can support. | Reduced claims-intake handoffs from seven to four; led discovery interviews with 18 adjusters; received strong feedback for meeting facilitation |
| [TARGET REQUIREMENTS] | Paste a job description, competency rubric, or requirements drawn from target roles. | Target postings request product discovery, roadmap prioritization, metrics, cross-functional delivery, and experience with Agile teams |
| [CONSTRAINTS AND OPPORTUNITIES] | Describe time, location, money, current projects, manager access, and available opportunities. | Five hours per week, no budget for a bootcamp, access to a claims-automation pilot and a manager willing to discuss development monthly |
How to use
- Paste one or two real target job descriptions or a competency framework, not a vague title alone.
- Keep only development bets that can produce visible evidence through your current work or a legitimate portfolio project.
- Discuss stretch assignments as business needs your manager can evaluate, rather than presenting a list of courses.
- Follow up with: “Turn development bet 1 into a one-page proposal for my manager using my current team's priorities.”
Variations
Career pivot map
Use this when moving into a different function or industry.
Map a realistic transition from [CURRENT BACKGROUND] to [TARGET ROLE]. Use these target-role requirements: [REQUIREMENTS] and these constraints: [CONSTRAINTS]. Return transferable evidence, credibility gaps, experiences I can gain before applying, portfolio proof I can ethically create, people or communities to learn from, and a phased 6- to 12-month plan. Distinguish facts I supplied from assumptions to validate. Do not invent experience, credentials, labor-market demand, or referral access. Check that each proposed action addresses a named requirement. Ask up to 3 questions only if a required input is missing.
Manager conversation
Use this before asking for a development opportunity at work.
Draft a 20-minute career-development conversation agenda for my manager. My role is [CURRENT ROLE], the team priorities are [TEAM PRIORITIES], my target capability is [CAPABILITY], and my evidence so far is [EVIDENCE]. Write a concise opening, two business-linked stretch-assignment requests, questions about success criteria and tradeoffs, and a follow-up email outline. Do not claim promotion readiness or promise results I cannot support. Keep the request collaborative and make clear how the work helps the team. Ask up to 3 questions only if a required input is missing.
Application evidence
Use this when you need to connect real experience to a target role without exaggeration.
Translate my experience into application evidence for [TARGET ROLE]. Here is the role description: [JOB DESCRIPTION]. Here are my verified projects and results: [EXPERIENCE]. Return a requirement-to-evidence matrix, six résumé bullets in action-result format, and three interview stories using situation, task, action, and result. Preserve scope, team ownership, dates, and metrics exactly as supplied. Flag any requirement that I cannot honestly claim. Do not invent tools, titles, outcomes, or numbers. Ask up to 3 questions only if required input is missing.
Tips
- Choose development work that leaves an artifact: a decision memo, experiment readout, roadmap, process design, or presentation makes capability easier to demonstrate later.
- A target title can vary widely across companies, so compare several job descriptions and extract the recurring responsibilities before building a plan.
- Do not rewrite shared-team achievements as individual wins; state your role, collaborators, and the evidence available to support the result.
- Ask your manager for success criteria before beginning a stretch assignment, especially if it competes with current delivery commitments.
FAQ
Can AI tell me which career is right for me?
It can help structure options, requirements, and experiments, but it cannot know your values, hiring conditions, or future opportunities with certainty. Use the plan to gather evidence before making large changes.
Should I focus on courses or projects?
Courses can build foundations, but a relevant work project or credible artifact usually gives stronger evidence for a target role. Use learning to support application, not replace it.
How many career goals should I pursue at once?
Limit a 90-day plan to a few linked development bets. Too many unrelated goals make it hard to produce evidence in any one direction.