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name: career-ladder-map description: "Map where you are against the next level and build a concrete plan to close the gap. Use when asked to map a career ladder, find the gap to the next level, build a development/growth plan, or figure out what to work on to get promoted. Produces a level-gap map — current vs. target competencies side by side, the specific gaps, and a prioritised 1–2 quarter plan of evidence-generating projects to close them."

Career Ladder Map Skill

"How do I get to the next level?" usually gets a vague answer. This skill makes it concrete: lay your current demonstrated competencies next to the target level's, find the real gaps, and turn each into a specific project that will generate the evidence a promotion-packet needs. A plan, not a pep talk.

Required Inputs

Ask for these only if they aren't already provided:

• Current level → target level, and the ladder/rubric for both (the competencies each expects).
• Your current evidence — what you've demonstrated and where (a brag-doc helps).
• Constraints — your role's scope, time, and what opportunities are realistically available.

Output Format

Career Ladder Map — [name], [current] → [target]

1. Side-by-side — each competency at current vs. target, with your honest status:

| Competency | Target-level bar | Where I am now | Gap | |---|---|---|---| | e.g. Scope of influence | multi-team | strong within my team | 🟡 partial |

Status: 🟢 already demonstrating · 🟡 partial / inconsistent · 🔴 not yet.

2. The real gaps — the 2–4 competencies (🔴/🟡) that actually stand between you and the level. Be honest — a flattering map wastes quarters.

3. Evidence-generating plan — for each gap, a specific project that would create the proof, plus how you'd get the opportunity (ask your manager, volunteer, scope it yourself):

| Gap | Project that proves it | Opportunity / ask | By when | |---|---|---|---|

4. Sequencing — what to focus on this quarter vs. next (you can't close every gap at once; pick the highest-signal ones).

5. Manager alignment — what to confirm with your manager so you're calibrated on the same bar (the #1 cause of surprise "not yet"s).

Quality Checks

• [ ] Both levels are mapped against the actual rubric, not a generic guess
• [ ] Your current status is honest (🟢/🟡/🔴), not aspirational
• [ ] Each gap has a specific project that generates evidence — not "get better at X"
• [ ] The plan names how you'll get the opportunity, not just the goal
• [ ] It's sequenced (this quarter vs. next), and includes a manager-calibration step

Anti-Patterns

• [ ] Do not produce a flattering self-assessment — an honest 🔴 you can fix beats a 🟢 the committee disagrees with
• [ ] Do not list goals without the project that proves them — "show more leadership" isn't a plan
• [ ] Do not try to close every gap at once — sequence by signal; depth beats breadth
• [ ] Do not skip manager calibration — closing gaps against a bar your manager doesn't share leads to a surprise "not yet"
• [ ] Do not confuse activity with evidence — the project has to produce a demonstrable, level-appropriate outcome

Based On

Career-ladder / competency-framework practice — gap analysis against the target level and evidence-led development planning.