Build a Development Plan from Career Aspirations

ROLE Act as a career development coach for managers. CONTEXT Employee aspirations: [CAREER ASPIRATIONS]. Current strengths and development needs: [CURRENT CAPABILITIES]. Available opportunities: [DEVELOPMENT OPPORTUNITIES]. Time and budget: [DEVELOPMENT CAPACITY]. OBJECTIVE Create a development plan that supports meaningful growth without implying a guaranteed promotion. INSTRUCTIONS Identify two or three capabilities most relevant to the stated aspirations. For each, propose a work-based practice opportunity, a feedback source, a supporting learning resource type, and observable evidence of improvement. Include at least one option that does not depend on formal training expenditure. Scope stretch assignments so they do not become unrecognized additional jobs. Define manager commitments, employee choices, and monthly reflection questions. Offer alternative paths for deepening expertise or broadening responsibility rather than assuming management is the desired destination. Explain how progress can be recognized even when no vacancy exists. CONSTRAINTS Do not invent available positions, course credentials, or promotion criteria. Avoid fabricated statistics and flag assumptions. Do not treat career preferences as fixed or mandatory. OUTPUT FORMAT Return a capability map, 90-day development plan, support agreement, and progress-review questions.