The Shift is Clear: Employees Must Own Their Development

For decades, career development was seen as something a manager drove—a one-time annual conversation, often reduced to a checkbox on a performance review form. But in today’s dynamic, skills-based, and purpose-driven world of work, that model is no longer enough.

A recent McKinsey & Company report emphasizes that one of the biggest workforce shifts underway is the move toward more agile, self-directed development—where individuals are empowered to continuously evolve based on their aspirations, strengths, and business needs.

Yet many organizations remain stuck in outdated models where employees wait for their manager to initiate development conversations. This leads to stalled growth, missed opportunities, and disengagement.

According to a recent Gartner study, only 46% of employees believe their organization helps them develop the skills they need for the future. Even more striking: employees who feel ownership over their development are 2.5 times more likely to be high performers.

Why the Old Model Fails

• Managers are overwhelmed. They are often ill-equipped or lack the bandwidth to personalize development for every team member.

• One-size-fits-all programs miss the mark. Employees crave learning that aligns with who they are, not just where the business wants to go.

• Employees may not be as self-aware as you think. Most want more money and responsibility but may not be tuned in to what truly energizes them.

• Work is changing too fast. Employees need to adapt continuously, not wait for a quarterly check-in.

Empowerment is the New Mandate

To succeed in today’s talent economy, employees must be equipped with tools to take charge of their own development journeys. This includes:

• Self-awareness tools that help them understand their unique strengths, motivators, and values.

• Dynamic roadmaps that adapt to changing goals and evolving business priorities.

• Access to real-time opportunities that align with their personal and professional aspirations – these could take the form of projects, mentoring, or formal training.

As Harvard Business Review noted, “The future of career development is self-driven—but not self-directed. People need platforms that act as guides, not gatekeepers.”

How tru® Makes It Real

tru® puts the power of development where it belongs—in the hands of the individual. Through personalized Achievement DNA results and Environment Insights, participants build dynamic growth pathways in My Path Forward without having to wait for someone to tell them what to do next. They can see who they are at their best, connect to meaningful growth opportunities, and move forward with clarity and purpose.

It’s not about removing managers from the process—it’s about equipping employees to lead, and empowering managers to coach, not control.

Because when people own their own growth, everyone wins.