Design practice

Career Pathing Template

Build a growth plan for a direct report using competency matrices

Start the exercise

01 / Prepare

What you’ll
work on.

Create a career development plan for a designer on your team (or a hypothetical report) using a competency matrix. Practice the skill of identifying growth areas, setting measurable goals, and creating accountability structures.

Before you begin

  • Understanding of design leveling systems
  • Familiarity with competency frameworks and career levels
  • A specific person in mind (or a well-defined hypothetical)

02 / Practice

The work,
step by step.

Work through these 4 parts at your own pace. Keep your notes and work together so you can review them when you finish.

  1. Current State Assessment

    45 min

    1. Define the person's current level — Where are they today across key competencies?

    2. Create a competency matrix with 5–6 dimensions rated 1–4: craft execution, scope/ownership, communication/presentation, research/user insight, collaboration/cross-functional work, mentorship/team contribution (for mid+ levels)

    3. Rate current performance on each dimension with evidence (specific examples, not feelings)

  2. Define the Target

    30 min

    1. What's the next level? — What does the level above look like for each competency?

    2. Identify the biggest gaps — Where is the largest delta between current and target?

    3. Prioritize 2–3 growth areas — Focus beats breadth

  3. Create the Growth Plan

    45 min

    1. Goal — Specific, observable outcome. "Can lead a design review independently" not "improve presentation skills"

    2. Actions — What will the person do? (Projects, courses, mentorship, stretch assignments)

    3. Support — What will you provide? (Feedback, opportunities, pairing, resources)

    4. Timeline — When will you check in? (Monthly review cadence)

    5. Evidence — How will you know they've grown? (Observable behavior or deliverable)

  4. Write the Document

    30 min

    1. Create a clean, shareable growth plan document that you could review together in a 1:1

03 / Review

Look at what
you’ve made.

Gather your deliverables, then use the criteria to find what worked and what you would change. They also give a peer something specific to respond to.

What to bring together

  • Competency matrix with current ratings and evidence
  • 2–3 prioritized growth areas with gap analysis
  • Growth plan with goals, actions, support, timeline, and evidence criteria
  • Clean document suitable for a 1:1 conversation

How to assess your work

Evidence-based
Current ratings backed by specific examples
Actionable
Goals are specific and achievable within the timeline
Supportive
Manager's role in enabling growth is clearly defined
Focused
2–3 priorities, not a laundry list

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