The same growth framework for everybody. Clarity and transparency about what you have to do in order to grow.
In this Growth Framework we focus more generally on values and behaviour, rather than job specifics. This framework supports transparency, gives guidance for growth and matches the urge to get better and better at something that matters to you. To make you feel valued, motivated and engaged.
It can be a bit uncomfortable at first since we don’t discuss development explicitly every day. But of course, the goal is to provide instruments to facilitate a good conversation with your manager.
The Growth Framework provides insight into one's category of seniority within team5pm. It distinguishes between a more Expert or more People Lead oriented development. It describes five dimensions, each with four to six categories of seniority. The seniority categories span different disciplines. The framework gives guidance on how to become more senior within team5pm. It also emphasises that to grow within team5pm, it’s not necessary to become a people lead. You can also grow as an expert since we distinguish the same highest categories of seniority within both frameworks.
Introduction to the elements of the Growth Framework
Expert or People Lead
We distinguish between a more expert oriented or people lead oriented focus of development within team5pm. If someone is in the **expert framework,** we think the following dimensions are important to do a good job and one should develop oneself on the following:
| Dimension | Description |
|---|---|
| Complexity | Your knowledge and talent to "puzzle apart" complex materials and how to help others do so |
| Level of Supervision | Degree of independence |
| Impact | How you contribute to team5pm with your strategic knowledge (strategy appears in every role) and what the added value of this is |
| Innovation | The natural urge to break conventions, improve existing elements |
| Sharing | Communicate your knowledge in a simple and straightforward way |
If someone is in the people lead framework, we think the following dimensions are important to do a good job and we think one should develop oneself on the following dimensions:
| Dimension | Description |
|---|---|
| Interpersonal skills | How do you interact with people in the organization? |
| Impact | How do you contribute with your organizational skills to your projects or team5pm as a company? |
| People Manager | Who do you manage? Who do you supervise? |
| Communication | How do you use your communication skills to make projects and organizations run better? |
| Stakeholder Management | Whose interests do you consider (teams/organization) and what world do you focus on (internal/external/both)? |
Categories of seniority
Within the expert framework, we distinguish six different categories of seniority. Within the people lead framework, we distinguish four different categories of seniority. Within the people lead framework, we start at category three since we believe that that is the required category of seniority to start giving guidance to others.
Both frameworks have a detailed elaborated version in which you find a description of every category in every dimension.