Do You Have a Development Plan?
Do you have ‘development plan’ in place mapping out where you want to go professionally and what you need to learn in order to move forward in that direction? In today’s business environment, you need to manage your own learning. When you are managing employees, you think about their development within the organization. What about yours?
Managers generally don’t think in terms of a ‘development plan’ for themselves If you one of the few that do, you know that you have to map out career development strategies and increase your knowledge and skills in order to meet your goals.
What would a ‘development plan’ include?
- Where are you now in the organization? What aspects of your current role do you like and what areas do you find more challenging.
- What would be motivating you to create a ‘development plan?’ Are you receiving feedback around performance or do you desire to build a bigger career for yourself?
- List your strengths and ‘needs to improve’ — knowledge and skills.
- What is your ideal career choice – either within the organization or outside or potentially a new career choice?
- What steps will you need to move through to be at your ideal position? For example, you are currently Manager, North American Sales. Your goal is to be Global Sales Director. In your organization, are their career steps in place? If so, for the next rung on your professional ladder, what skills and knowledge do you need to have to meet the requirements? If not, how can you find out?
- Networking – connect with others who can help you with your career goals or individuals in the company that can mentor you in moving forward in your career goals.
Create a Plan
- Objective – what are your career development goals
- What steps will you have to take to reach your career goals?
- Start and end dates for each step
- What will you need to learn – knowledge and skills you will need to have in order to perform each step of your development plan?
- What learning method will you use to increase knowledge or skills?
- How will you financially support your plan?
- Who will be your partners in your career development plan – your manager, mentor within the organization, career coach, outside mentors, and learning organizations?
Ways you can gather knowledge:
- Books
- Seminars
- Degree focus
- Certifications
- Varied responsibilities that teach ‘on the job’ lessons. Take on new projects or assignments.
Outside sources
- Read about career development – the internet and books can provide you with a wealth of knowledge and help you create your ‘development plan.’
- Find a career coach to support you through the process as well as keep you accountable to your overall development goals.
Final Thoughts
Creating a ‘development plan’ doesn’t have to be perfect. Rather you want to start on the journey of being proactive in building the career you want. Your manager is not in charge of your career. They can be helpful in guiding and supporting your goals, but you need to create your own career by maximizing the opportunities that are presented and creating new ones. You need a plan to know how to do this.
Question
Do you have a ‘development plan’ that you want to share with others in the community?
Maybe you want to add additional thoughts to this posting…just go to the end of the post and add your comments.
Next Topic
What if you don’t like to manage employees!
Pat
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I want to have an example of a write up. Like the employee is in trouble and you have verbally warned him but now you are writing him up on paper.
October 1st, 2008 at 12:06 pmThanks, Sonya
Sonya
Most large companies have already in place what is known as a performance improvement plan (PIP) that documents the unacceptable performance or behavior issues. The document doesn’t have to be complex, but rather clearly states the issue(s) and action plan to correct the problem.
Here is the sample from my Guide To Managing Employees ebook:
Attachment “C” – Sample Performance Improvement Plan
Employee: ______________________Meeting date: ____________
Dept.: _______________________Supervisor: _______________
Performance Issue Being Reviewed:
[ ] Productivity [ ] Teamwork
[ ] Quality of work [ ] Attendance
[ ] Conduct [ ] Other (define)
Give specific examples of current performance under review: (State time and date of incidents/issues and describe the issue/incident in sufficient detail. Also state how this has interfered with the work environment, operations or performance of the employee.)
Improvement Plan (Explain what the employee must do to improve performance or change behavior, as well as state the timeframe for the expected performance or behavior.)
Employee Comments: (It’s always important to listen to the employee’s response as they may have further feedback that could help with the action plan.)
Employee Acknowledgement
By my signature, below, I acknowledge the following:
•This memo has been discussed with me on the date noted.
•I have received a copy of this memo.
•I know that a copy will be placed in my personnel file.
•I understand that this performance plan is not intended to be an employment contract or guarantee of continuing employment.
•I agree to follow the action plan guidelines as described in this memo, effective immediately. I understand that if I do not follow the action plan guidelines I may be subject to further discipline, including termination from the company.
__________________________________________________________
Employee Signature Date
__________________________________________________________
Supervisor’s Signature Date
Follow Up Date to Evaluate Performance: _________________
(First one should be within 2 weeks, and then schedule appropriate times after the initial meeting.)
Fully meeting performance expectations (date) ____________
October 15th, 2008 at 11:34 am