INDIVIDUAL DEVELOPMENT PLANNING

Individual Development Planning-Free PDF

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SMART Development Planning,Building a SMART Individual Development Plan. Specific High clarity Fully understood,Measurable Expected measurable outcomes. Accepted Full commitment Take responsibility, Realistic Challenging but achievable stretch goals. Time driven Expected timeframe Monitor progress,STEP 1 Identify Target Behaviors. Break down your area of development or strength into its specific behavioral components. Use the Supervisory Competency Model to help you do this. STEP 2 Identify Action Steps,On the job activities Seeking input from others.
Seeking feedback from others,Learning and practicing new skills. Taking on new tasks or responsibilities,Training Skills training. Academic training,Self study programs,Reading Books journals. Magazines newspapers,STEP 3 Determine Resources,People Contribution. Your manager Perspective and guidance,A mentor or expert Expertise and advice.
Coworkers Feedback, A development partner someone working on Motivation and encouragement. his her development too maybe the same skill, Training Unit Consultation information about other resources. Other Contribution,Books Knowledge with low investment. Training courses Knowledge a development network,STEP 4 Outline a Timeframe. Be focused Start with one issue Don t work on more than two to three at a time. Be conservative Allot enough time to realistically complete action steps. Be committed Identify important milestones and stick to them. STEP 5 Specify Outcome Measures, Objective measures Time spent number of corrections gaps between ideal and actual.
measures of quality or productivity,Subjective measures Ratings from others. STEP 6 TAKE ACTION Monitor progress Celebrate successes. 1 IDENTIFY target behaviors, 2 LEARN the behaviors through reading coworkers or training. 3 PRACTICE the behaviors first in a safe setting then in more aggressive ones. 4 SEEK FEEDBACK either objective or subjective Quantify when possible. Schedule progress checks throughout the year Begin this process at the completion of your initial. Individual Development Plan by scheduling your first follow up date Then at each successive. follow up date schedule your next date These dates may be monthly bi monthly quarterly or semi. annually depending on what is appropriate for your situation Some skills can be mastered quickly. others take a significant amount of time to develop fully However to ensure development stays on. track checkpoints of 6 months or less are strongly encouraged. Once you ve mastered a target behavior repeat the process with a new target behavior or additional. higher level skill refinement of a current target behavior Continually modify your development plan. Remove behaviors you ve mastered and add behaviors you d like to develop It s not a one time plan. that you complete Development is ongoing and never ending. Finally don t forget to acknowledge your progress and celebrate your successes. Employee Manager Partnership,The Process, Purpose To reach agreement on your strengths and developmental areas as well as your individual. plan of action, Review Feedback Data Review your manager s feedback and compare to your data Why do gaps in. perspective exist What can you learn from your manager. Focus on Development Discuss and reach agreement on your areas of development Brainstorm. development action steps Agree on your Individual Development Plan Discuss ways in which your. manager can support your development, Note Two shorter meetings are encouraged over one longer meeting The first meeting is a.
discussion of the manager s feedback and input That is how the manager rated the employee s. effectiveness on the various behaviors and the manager s importance ratings of the competencies. The second meeting is a discussion of the employee s Individual Development Plan This gives the. employee time to internalize and accept the manager s feedback and to draft his her Individual. Development Plan, Closing Commit to a timeframe for revisiting your Individual Development Plan Agree on a. timeframe for your next developmental discussion, Follow up Revise your Individual Development Plan and provide it to your manager Make progress. on your Plan Utilize your manager for ongoing feedback on your developmental efforts Schedule. monthly quarterly or semi annual developmental discussions. Individual Development Plan SAMPLE,Competency Strength. Delegate more effectively X Area of Development,Target Behaviors. 1 Assign work to others based on their skills, 2 Communicate clearly when delegating to ensure common expectations.
3 Monitor progress and give constructive feedback,Action Steps Timeframe. 1 Read Situational Leadership to learn delegation skills February. 2 Learn delegation techniques from others by consulting with co workers who February. are effective at delegating tasks, 3 Develop a list of what tasks I should delegate March 1 15. 4 Identify types of tasks to delegate to each employee March 1 15. 5 Practice communicating expectations and deadlines when delegating March 15 on. 6 Establish checkpoints for delegated tasks March 15 on. 7 Provide weekly job performance feedback to each of my employees weekly. 8 Practice active listening skills and paraphrasing when getting work updates ongoing. from associates, 9 Get feedback on delegation skills through 1 1 meetings with employees and via weekly 1 1s. an employee survey August survey,Outcome Measures, 1 Once a week feedback sessions with one employee regarding the quality and amount of. delegation, 2 Ratings on delegation skills from employee survey.
3 Feedback from my manager and peers on my delegation skills. 4 Increased volume of tasks delegated to staff,5 Increased skill level of staff. Signature Date,Manager s Name,Signature Date,Progress Checks to Occur on the Following Dates. Scheduled Date Actual Date, Schedule progress checks throughout the year Update entire plan annually. Individual Development Plan,Competency Strength,Area of Development. Target Behaviors,Action Steps Timeframe,Outcome Measures.
Individual Development Plan,Competency Strength,Area of Development. Target Behaviors,Action Steps Timeframe,Outcome Measures. Individual Development Plan,Competency Strength,Area of Development. Target Behaviors,Action Steps Timeframe,Outcome Measures. Individual Development Plan,Competency Strength,Area of Development.
Target Behaviors,Action Steps Timeframe,Outcome Measures. Individual Development Plan,Competency Strength,Area of Development. Target Behaviors,Action Steps Timeframe,Outcome Measures. Individual Development Plan,Competency Strength,Area of Development. Target Behaviors,Action Steps Timeframe,Outcome Measures.
Individual Development Plan,Competency Strength,Area of Development. Target Behaviors,Action Steps Timeframe,Outcome Measures. Individual Development Plan,Competency Strength,Area of Development. Target Behaviors,Action Steps Timeframe,Outcome Measures. If you re not going to keep score don t bother playing the game. Measure only what matters,Developing Measures and Monitoring Progress.
Effective measurement systems 1 guide decision making and 2 serve as a basis for evaluating. performance Include both substantive performance indicators outcomes and process indicators. leading indicators of progress toward desired outcomes The measurement process is not an end in. itself It has value only if its results provide meaningful input into subsequent decisions what to keep. doing start doing stop doing and or contribute to more effective performance. Outcome measures are designed to help you know when you ve accomplished your goal They can. also be used to monitor your progress For example maybe I want to stop interrupting people in. meetings My outcome measure is to reduce my number of interruptions during staff meetings to 0. It s unlikely I ll master this skill in my very next staff meeting Development takes time However at. each staff meeting I can monitor myself and keep a tally of the number of times I interrupt others and. chart my progress over time Hopefully my number will decrease over time until I consistently have 0. interruptions at all staff meetings, Alternatively I can ask a trusted co worker to monitor my interruptions and secretly signal me when I. am reverting to my old habits, Use whatever works for you to monitor your progress For example you may want to keep a list of. your Top 3 developmental areas in a place in which you will frequently see it on a daily basis At the. end of each day week ask yourself How did I do today What did I do to help me meet my goals in. these areas What set backs did I have What do I need to focus on. Try checking in with trusted others Tell a trusted co worker what you are working on and ask for. his her honest feedback For example if you are trying to work on being less visibly nervous when. you present get feedback from a trusted co worker after each presentation Truly listen to the. feedback thank the person for his her feedback and modify your behavior as appropriate based on the. Let your staff know you are trying to change a skill and seek their help and support For example state. that you know staff meetings start late because you are often running late Let them know that you are. going to work on changing this behavior and want their help. Seek feedback Involve others This will increase your accountability and likelihood of success. Always consider what you are truly trying to accomplish Ask What will be different once I master. this skill It could include outcomes such as those listed in the Outcome Directory. Outcome Directory, Use this directory to identify appropriate ways of tracking progress toward meeting your. developmental goals The list is certainly not all inclusive Even if you can t find a measure. appropriate to your specific goal scanning the list will at least give you ideas for possible measures. 2 SMART Development Planning Building a SMART Individual Development Plan Specific High clarity Fully understood Measurable Expected measurable outcomes Accepted Full commitment Take responsibility Realistic Challenging but achievable stretch goals Time driven Expected timeframe Monitor progress STEP 1 Identify Target Behaviors

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