The final stage is disengagement. The career turns to organizational direction and decision making. The manager is looking ahead to retirement and accepts new roles. With a long view of the future, the employee and his manager can effectively plan for future development events in his career.

The Role of the Supervisor - Coaching the employee is the ongoing role of the supervisor. He provides positive comment and corrective feedback. He gives organizational insights, information, and advice. He imparts good planning by teaching the discipline of goal setting and checking progress. He allots time and money for employee development. He also finds opportunity for application of new learning, which is the heart of employee development.

The supervisor allows for the employee learning curve. It takes time to learn new skills and apply them. This is not an overnight process. He provides feedback by engaging the employee in friendly conversation. Career coaching is another facet of employee supervision.

The Role of the Employee - The savvy employee seeks out a variety of assignments, and he is willing to tackle tough problems. He will be in a position to coach others who could benefit from his particular set of knowledge and skills. He should be willing to take on varied assignments that offer different challenges and learning experiences. Goal setting and attendant planning operations should be a part of his development.

He should be called upon to conduct meetings and make special presentations of his findings. On occasion he will be called upon to participate on a large scale committee including networking with others who are working to meet company goals.

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