Development Planning Gets Results!
By Michael | February 15, 2010
“The growth and development of people is the highest calling of leadership.”
- Harvey S. Firestone
Development refers to any activity that enhances the abilities, attitudes, behaviors, and technical skills for individuals or organizations to better achieve desired results and goal attainment.
Last week we talked about having vision and mission statements and supporting goals and now it’s time to review what needs to be developed to support them.
A great way to get started is to ask two questions; where are you now and where do you want to be? Where is the organization now and what will it take to achieve its goals?
Development plans should identify both strengths and weaknesses. Why? Because you want to maintain your strong areas while reducing the weak ones.
Link your development plan with your goals and identify 3 – 5 areas you would like work on and/or remain strong through-out the year.
This should also be done at the team/organization level.
Some of the top issues impeding goal attainment are:
- Unproductive behaviors
- Accountability and ownership
- Lack of passion, motivation, and commitment
- Inability to address issues or deal with difficult people
- Recognizing and dealing with stress
- Giving and receiving feedback in an honoring way
- Having strong team dynamics and trust
Other areas include:
- Technical skills
- Building relationships
- Listening and Communication skills
- Knowing your own needs
- Knowing customer needs
- Knowing bosses needs
- Collaboration or conflict skills
- Strategic thinking
- Innovative thinking
- Performance management
- Balance work/home
- Risk Taking
These lists aren’t all inclusive but should help get you started. You can also utilize feedback, past performance evaluations, and known gaps from prior years to help identify what you want to address in 2010.
Once you select the 3 – 5 development areas you’ll want to assign priorities and realistic timeframes for each area. If you haven’t already done so, ask your leader, peers, business partners and direct reports for their input. Two simple questions can get a response: 1) What am I doing well? 2) What would you like to see change?
We’re here to help!
Sincerely,
Michael W. Kublin
Jan Mayer-Rodriguez
“Planning is bringing the future into the present so that you can do something about it now”.
- Alan Lakein
For more information about PeopleTek visit our website
Or contact:
Mike Kublin - email mkublin@peopletekcoaching.com
phone 1.888.565.9555 x711 or
Jan Mayer-Rodriguez
email jan@peopletekcoaching.com
phone 1.888.565.9555 x712
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Topics: Leadership Tips | No Comments »
Leadership tip of the week – 2009 Development Planning
By Admin | December 11, 2008
| “The growth and development of people is the highest calling of leadership.”
- Harvey S. Firestone |
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| THINGS TO CONSIDER FOR YOUR DEVELOMENT PLAN | |
| ARE YOU: | |
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| DO YOU: | |
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| HOW WOULD YOU RATE YOURSELF FOR: | |
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| PERSONAL GROWTH AREAS TO BE RATED: | |
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| “The wisest mind has something yet to learn”
–George Santayana |
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PEOPLETEK EVENTS:2009 OFFERINGS:
This is an open enrollment period for the above program |
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| LEARNING LEADING SUCCEEDING! www.peopletekcoaching.com 888.565.9555 |
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| Dear Leaders,
Last week’s leadership tip discussed goal setting for 2009. Equally important is for you (and your team) to have a written development plan. This plan should include not only areas where you feel growth is necessary but should also include areas of strength (ensuring they remain strong). If you’ve had a development plan in the past, it’s easy to just replicate it. Given how times are changing, we encourage that you not do this but rather take the time to assess where you are now, and where you want to be. Your plan could include specific courses (upskilling specific functions essential for your job (technical needs), and leadership and soft-skill development. It could also include cross training within areas of your current company or organization, a mentorship (either to be a mentor or be mentored), and even perhaps plans for a total career change. We encourage you to also belong to a professional network. How do you get started? Utilizing feedback and past performance evaluations is a great start. This combined with what YOU want to change or enhance can be the foundation. You’ll want to assign priorities and realistic timeframes for each developmental area. If you haven’t already done so, ask your leader, peers, business partners and direct reports for their input. Two simple questions can get a response: 1) What am I doing well? 2) What would you like to see change? By having a plan in place before year end, and sharing it with your leader, peers, business partners and direct reports, you’ll better position yourself to meet your development objectives for 2009. Good luck! Sincerely, Michael W. Kublin and PeopleTek Inc. | 8201 Peters Rd. Suite 1000 | Plantation | FL | 33324 |
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| “Truly great leaders spend as much time collecting and acting upon feedback as they do providing it”. -Alexander Lucia |
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Topics: Leadership Tips | No Comments »