Growth & Development Skill
Purpose
Provide engineering managers with comprehensive frameworks for career development, engineering ladders, individual development plans, succession planning, and building mentoring programs.
Primary Bond
Agent: growth-development-agent Relationship: This skill provides career ladder templates, IDP frameworks, and development tools that the agent uses.
Templates
Engineering Career Ladder
engineering_ladder:
individual_contributor_track:
L1_junior_engineer:
scope: "Task"
experience: "0-2 years"
expectations:
- "Completes well-defined tasks with guidance"
- "Learning codebase and practices"
- "Asks good questions"
- "Responds well to feedback"
technical_skills:
- "Fundamentals of primary language/framework"
- "Basic debugging and testing"
- "Version control basics"
behaviors:
- "Eager to learn"
- "Communicates blockers"
- "Follows team practices"
L2_engineer:
scope: "Feature"
experience: "2-4 years"
expectations:
- "Owns features end-to-end"
- "Writes production-quality code"
- "Participates in code reviews"
- "Mentors juniors informally"
technical_skills:
- "Proficient in primary stack"
- "Understands system architecture"
- "Writes comprehensive tests"
behaviors:
- "Self-directed"
- "Proactive communication"
- "Contributes to team discussions"
L3_senior_engineer:
scope: "System"
experience: "4-7 years"
expectations:
- "Designs and delivers complex systems"
- "Influences technical direction"
- "Mentors multiple engineers"
- "Improves team practices"
technical_skills:
- "Expert in primary domain"
- "Cross-functional knowledge"
- "Performance and scaling"
behaviors:
- "Technical leadership"
- "Drives consensus"
- "Identifies and mitigates risks"
L4_staff_engineer:
scope: "Multi-team"
experience: "7-10 years"
expectations:
- "Leads cross-team technical initiatives"
- "Sets technical strategy"
- "Builds organizational capability"
- "Influences beyond immediate team"
technical_skills:
- "Architectural expertise"
- "Technology evaluation"
- "Technical debt strategy"
behaviors:
- "Organizational influence"
- "Strategic thinking"
- "Develops other senior engineers"
L5_principal_engineer:
scope: "Organization"
experience: "10+ years"
expectations:
- "Shapes company-wide technical direction"
- "Solves ambiguous, high-impact problems"
- "Represents company externally"
- "Creates lasting organizational impact"
technical_skills:
- "Industry-recognized expertise"
- "Innovation leadership"
- "Technical vision"
behaviors:
- "Executive partnership"
- "Industry influence"
- "Develops staff engineers"
management_track:
M1_engineering_manager:
scope: "Team (5-8 engineers)"
experience: "5+ years engineering + management interest"
expectations:
- "Hires, develops, retains engineers"
- "Delivers team commitments"
- "Creates healthy team culture"
- "Runs effective processes"
people_skills:
- "1-on-1s and feedback"
- "Performance management"
- "Hiring and interviewing"
technical_involvement:
- "Technical context, not coding"
- "Architectural input"
- "Code review occasionally"
M2_senior_engineering_manager:
scope: "Large team (8-12) or 2 teams"
experience: "2+ years as EM"
expectations:
- "Manages managers or large team"
- "Drives significant initiatives"
- "Develops other managers"
- "Partners with product leadership"
people_skills:
- "Coaching managers"
- "Organizational design"
- "Conflict resolution"
M3_director:
scope: "Department (20-50 engineers)"
experience: "4+ years management"
expectations:
- "Sets department strategy"
- "Manages multiple teams"
- "Executive partnership"
- "Org-wide influence"
leadership_skills:
- "Strategic planning"
- "Budget management"
- "Cross-functional leadership"
Individual Development Plan (IDP)
individual_development_plan:
metadata:
employee: "{Name}"
current_level: "{Level}"
target_level: "{Level}"
manager: "{Manager name}"
created: "{Date}"
review_date: "{Date}"
career_vision:
long_term: "Where do you want to be in 5 years?"
medium_term: "What's your 2-year goal?"
short_term: "What's your focus this year?"
current_assessment:
strengths:
- skill: "{Technical or soft skill}"
evidence: "{How this shows up in work}"
leverage_plan: "{How to use this more}"
growth_areas:
- skill: "{Skill to develop}"
current_state: "{Where you are now}"
target_state: "{Where you need to be}"
gap: "{What's missing}"
development_goals:
goal_1:
description: "{Specific, measurable goal}"
category: "{technical | leadership | communication | domain}"
success_criteria: "{How we'll know it's achieved}"
timeline: "{By when}"
actions:
- action: "{Specific step}"
deadline: "{Date}"
resources: "{Training, mentor, project}"
status: "{not_started | in_progress | completed}"
goal_2:
description: ""
category: ""
success_criteria: ""
timeline: ""
actions: []
goal_3:
description: ""
category: ""
success_criteria: ""
timeline: ""
actions: []
development_methods:
learning_mix:
experience: "70% - stretch assignments, projects"
exposure: "20% - mentoring, shadowing, networking"
education: "10% - courses, reading, conferences"
specific_opportunities:
stretch_assignments: []
mentors_sponsors: []
training_courses: []
conferences_events: []
support_needed:
from_manager:
- "{Specific support}"
from_organization:
- "{Resources, training, opportunities}"
from_mentors:
- "{Guidance areas}"
check_in_schedule:
frequency: "Monthly"
next_review: "{Date}"
progress_notes: []
Succession Planning Framework
succession_planning:
critical_roles:
- role: "{Role title}"
current_holder: "{Name}"
risk_level: "{low | medium | high | critical}"
risk_factors:
- "{Single point of knowledge}"
- "{Flight risk}"
- "{Upcoming retirement}"
succession_candidates:
ready_now:
- name: "{Name}"
strengths: []
gaps: []
development_plan: ""
ready_1_2_years:
- name: "{Name}"
strengths: []
gaps: []
development_plan: ""
ready_3_5_years:
- name: "{Name}"
strengths: []
gaps: []
development_plan: ""
knowledge_transfer:
documented: []
in_progress: []
needed: []
talent_matrix:
dimensions:
performance: "Current job performance (1-5)"
potential: "Future growth potential (1-5)"
quadrants:
stars:
criteria: "High performance + High potential"
actions:
- "Accelerated development"
- "Visible stretch assignments"
- "Executive exposure"
- "Retention focus"
solid_performers:
criteria: "High performance + Lower potential"
actions:
- "Recognize and reward"
- "Deepen expertise"
- "Consider lateral moves"
- "Knowledge sharing role"
high_potentials:
criteria: "Developing performance + High potential"
actions:
- "Intensive coaching"
- "Skill development"
- "Patience with mistakes"
- "Clear expectations"
core_contributors:
criteria: "Developing performance + Lower potential"
actions:
- "Clear expectations"
- "Training if gaps"
- "Right role fit?"
- "Support or transition"
review_cadence:
full_review: "Annually"
talent_discussions: "Quarterly"
development_check_ins: "Monthly"
Skill Gap Analysis
skill_gap_analysis:
team_assessment:
team: "{Team name}"
assessment_date: "{Date}"
assessor: "{Name}"
skill_inventory:
technical_skills:
- skill: "{Programming language}"
required_level: "{1-5}"
team_coverage:
- member: "{Name}"
level: "{1-5}"
gap_score: null
criticality: "{low | medium | high}"
- skill: "{Framework/Tool}"
required_level: ""
team_coverage: []
gap_score: null
criticality: ""
domain_skills:
- skill: "{Domain knowledge}"
required_level: ""
team_coverage: []
gap_score: null
criticality: ""
soft_skills:
- skill: "{Communication, leadership, etc.}"
required_level: ""
team_coverage: []
gap_score: null
criticality: ""
gap_analysis:
critical_gaps:
- skill: ""
current_state: ""
required_state: ""
impact: ""
mitigation:
short_term: "{Hire, contract, partner}"
long_term: "{Train, develop}"
moderate_gaps:
- skill: ""
development_plan: ""
nice_to_have:
- skill: ""
opportunistic_development: ""
action_plan:
hiring_needs: []
training_investments: []
mentoring_pairs: []
knowledge_sharing: []
Mentoring Program Framework
mentoring_program:
program_structure:
name: "{Program name}"
duration: "{6 months recommended}"
cadence: "Bi-weekly 30-60 min sessions"
matching_criteria:
mentor_requirements:
- "2+ levels above mentee"
- "Different reporting chain preferred"
- "Relevant experience to goals"
- "Commitment to development"
mentee_requirements:
- "Clear development goals"
- "Commitment to process"
- "Open to feedback"
- "Willingness to be vulnerable"
program_phases:
kickoff:
duration: "Session 1"
activities:
- "Get to know each other"
- "Share backgrounds and goals"
- "Set expectations"
- "Agree on logistics"
outputs:
- "Mentoring agreement signed"
- "Goals documented"
- "Schedule set"
development:
duration: "Sessions 2-10"
activities:
- "Work on development goals"
- "Share experiences and advice"
- "Provide feedback"
- "Connect to opportunities"
typical_topics:
- "Career navigation"
- "Technical challenges"
- "Leadership development"
- "Organizational dynamics"
wrap_up:
duration: "Sessions 11-12"
activities:
- "Review progress on goals"
- "Celebrate achievements"
- "Plan for continued growth"
- "Provide program feedback"
success_metrics:
mentee_outcomes:
- "Goal achievement rate"
- "Promotion rate"
- "Engagement scores"
- "Retention rate"
program_health:
- "Match completion rate"
- "NPS from participants"
- "Session attendance"
- "Repeat participation"
Decision Trees
Promotion Readiness Assessment
Promotion consideration
|
+-- Consistently meeting current level expectations?
| +-- No -> Not ready, focus on current level
| +-- Yes -> Continue
|
+-- Demonstrating next-level behaviors?
| +-- Rarely -> Not ready, create IDP
| +-- Sometimes -> Almost ready, targeted development
| +-- Consistently -> Continue
|
+-- Scope and impact at next level?
| +-- No opportunities yet -> Create stretch assignments
| +-- Has delivered at scope -> Continue
|
+-- Peer and stakeholder feedback positive?
| +-- Concerns -> Address feedback, reassess
| +-- Strong support -> Ready to promote
IC vs Management Track Decision
Career direction question
|
+-- What energizes them?
| +-- Solving hard technical problems -> IC track
| +-- Helping others succeed -> Consider management
| +-- Both -> Explore tech lead role first
|
+-- What's their impact style?
| +-- Individual mastery -> IC track
| +-- Multiplier through others -> Management track
|
+-- How do they handle ambiguity?
| +-- Prefer well-defined problems -> IC track
| +-- Comfortable with people complexity -> Management track
|
+-- Are they willing to let go of coding?
| +-- No -> IC track (even at Staff+)
| +-- Yes -> Management viable
Anti-Patterns
anti_patterns:
promotion_as_retention:
symptom: "Promoting to prevent someone from leaving"
remedy:
- "Separate promotion from retention discussions"
- "Promote when ready, not when threatening"
- "Find other retention levers if not ready"
peter_principle:
symptom: "Promoting until incompetent"
remedy:
- "Assess readiness for next level, not current performance"
- "Trial periods for new responsibilities"
- "Safe path back if not working"
neglecting_solid_performers:
symptom: "All attention on high potentials"
remedy:
- "Recognize and value steady contributors"
- "Create growth within level"
- "Don't force everyone to climb"
one_size_fits_all:
symptom: "Same IDP template for everyone"
remedy:
- "Personalize to individual goals"
- "Multiple paths to senior levels"
- "Accommodate different learning styles"
mentoring_without_structure:
symptom: "Assigned mentors but no framework"
remedy:
- "Provide training for mentors"
- "Set clear expectations"
- "Regular check-ins on progress"
Quick Reference Cards
Development Conversation Starters
conversation_starters:
aspirations:
- "Where do you see yourself in 2-3 years?"
- "What kind of work gives you energy?"
- "What would your ideal role look like?"
strengths:
- "What are you most proud of this year?"
- "What do others come to you for?"
- "When do you feel most confident?"
growth:
- "What skills would make you more effective?"
- "What's holding you back from the next level?"
- "What feedback have you received that stuck with you?"
support:
- "What do you need from me to grow?"
- "What opportunities would help your development?"
- "Who else should you be learning from?"
Level Transition Indicators
| From | To | Key Indicators | |------|-----|----------------| | Junior | Mid | Independent on features, consistent quality | | Mid | Senior | System-level thinking, mentoring others | | Senior | Staff | Cross-team influence, strategic thinking | | IC | Manager | People focus, letting go of individual work |
70-20-10 Development Mix
70% - Experience (On-the-job)
- Stretch assignments
- New projects
- Cross-functional work
- Leading initiatives
20% - Exposure (Learning from others)
- Mentoring relationships
- Shadowing senior folks
- Networking
- Feedback conversations
10% - Education (Formal learning)
- Courses and certifications
- Books and articles
- Conferences
- Internal training
Troubleshooting
| Problem | Root Cause | Solution | |---------|-----------|----------| | Unclear promotion criteria | Vague level expectations | Define observable behaviors per level | | Stagnant careers | No development focus | Regular IDP discussions, stretch assignments | | Poor mentor matches | Random pairing | Structured matching based on goals | | High attrition of high potentials | Not developing fast enough | Accelerated development programs | | Skill gaps not addressed | No systematic assessment | Annual skill gap analysis |
Validation Rules
input_validation:
development_goal:
type: string
min_length: 10
required: true
current_level:
type: enum
values: [junior, mid, senior, staff, principal, manager, senior_manager, director]
required: false
target_level:
type: enum
values: [junior, mid, senior, staff, principal, manager, senior_manager, director]
required: false
timeline:
type: enum
values: [6_months, 1_year, 2_years, 3_years, 5_years]
required: false
Resources
Books:
- The Manager's Path - Camille Fournier
- An Elegant Puzzle - Will Larson
- Staff Engineer - Will Larson
- The Making of a Manager - Julie Zhuo
Frameworks:
- Engineering Ladders (various companies)
- 70-20-10 Learning Model
- 9-Box Talent Matrix
- Mentoring Best Practices (ATD)
Research:
- Center for Creative Leadership research
- Deloitte High-Impact Learning Culture
- Gallup strengths-based development