Sensuous Sam & Inquiring Ida

Choose an adjective that begins with the first
  letter of your first name and an adjective
...
Sensuous Sam & Inquiring Ida

Introduce yourself just as you wrote it on the
   note card and explain why you choose those...
Development Planning
   Building Your Future
The Case for Development


Development.    You know it’s something you
 want to do, but you’re not quite sure how. You
 ha...
The Case for Development
That’s what this workshop will guide you through.

Upon completion of this process you will:
 – U...
Development Coaching
Development coaching is what you do to make
 development happen in your organization.

Development co...
Development Coaching

        Principle 1: Strategic
Development coaching anticipates
 business challenges. It predicts wh...
Development Coaching

       Principle 2: Ongoing
Development coaching instills the values
 of continuous improvement and
...
Development Coaching
          Principle 3: Personal
Development coaching builds commitment
 by taking people’s interests ...
The Development Process

             PROCESS
Think about that word for a minute.
 Your development is a process.
 Ongoing...
The Development Process
The process has four phases:
• Organizational Assessment
• Self-Assessment
• Drafting your Individ...
Organizational Assessment
First we look at your organization. Here
  you assess the business challenges it
  faces now and...
Self-Assessment

The point here is to get a broad, realistic
 perspective on who you are – your
 strengths, needs, interes...
Drafting your Individual
        Development Plan


Armed with information about yourself
 and the organization, you go to...
Taking Action


Last, but most important, you implement your
 plan. This involves holding development
 discussions with ke...
Assessing the Organization
The workplace gives shape to your
 development strategy. The people
 who work there give it sup...
Determine Focus
Where does your workgroup stand now
 with the competencies it needs to face
 critical business challenges?...
Determine Focus
To start your thinking about this, focus
 on these questions:
• Which competencies are priorities for
  me...
Determine Focus
• Which competencies does my workgroup
  need to develop?
Self-Assessment
When you plan your development, you want
 to take into account three personal areas
 that are particularly...
Self-Assessment

         YOUR INTEREST
When you get involved in work that interests
 you, you increase your job satisfact...
Self-Assessment

           YOUR VALUES
When you get involved in work that is in line
 with your strongest values and prio...
Self-Assessment

    YOUR COMPETENCIES
When you look for ways to make the most of
 what you do well and improve on what yo...
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Development Planning Workshop

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Development Planning Workshop

  1. 1. Sensuous Sam & Inquiring Ida Choose an adjective that begins with the first letter of your first name and an adjective that really matches your personality. Write this on the note card in front of you.
  2. 2. Sensuous Sam & Inquiring Ida Introduce yourself just as you wrote it on the note card and explain why you choose those words.
  3. 3. Development Planning Building Your Future
  4. 4. The Case for Development Development. You know it’s something you want to do, but you’re not quite sure how. You have limited time and energy, so you want your development planning to be worth your time and effort.
  5. 5. The Case for Development That’s what this workshop will guide you through. Upon completion of this process you will: – Understand what development is – Learn a strategic approach to individual development planning – Draft and implement your own Individual Development Plan
  6. 6. Development Coaching Development coaching is what you do to make development happen in your organization. Development coaching is based on three principles:
  7. 7. Development Coaching Principle 1: Strategic Development coaching anticipates business challenges. It predicts what’s needed to meet those challenges. And finally it helps people develop those competencies before they’re needed.
  8. 8. Development Coaching Principle 2: Ongoing Development coaching instills the values of continuous improvement and learning in each employee. It encourages, models, supports, and champions development.
  9. 9. Development Coaching Principle 3: Personal Development coaching builds commitment by taking people’s interests and values into account for work assignments and development opportunities. It means always being on the lookout for ways to merge what individuals need with what the business needs – now and in the future.
  10. 10. The Development Process PROCESS Think about that word for a minute. Your development is a process. Ongoing. Evolving. Growing. Changing. Remember that.
  11. 11. The Development Process The process has four phases: • Organizational Assessment • Self-Assessment • Drafting your Individual Development Plan • Taking Action
  12. 12. Organizational Assessment First we look at your organization. Here you assess the business challenges it faces now and the ones it may face in the future. Then you look at what skills are needed to meet those challenges.
  13. 13. Self-Assessment The point here is to get a broad, realistic perspective on who you are – your strengths, needs, interests, values – and then decide what is most relevant to the current and future needs of the business. This will help you figure out later which development goals make the most sense for you.
  14. 14. Drafting your Individual Development Plan Armed with information about yourself and the organization, you go to work setting some goals. You decide how you want to reach them. And then you put it all together as an Individual Development Plan (IDP).
  15. 15. Taking Action Last, but most important, you implement your plan. This involves holding development discussions with key people to enlist their input and support. And then updating your plan every now and again through progress reviews.
  16. 16. Assessing the Organization The workplace gives shape to your development strategy. The people who work there give it support. Without either one you have little direction and few opportunities.
  17. 17. Determine Focus Where does your workgroup stand now with the competencies it needs to face critical business challenges? And which ones need to be developed for the future?
  18. 18. Determine Focus To start your thinking about this, focus on these questions: • Which competencies are priorities for meeting the organization’s current and future challenges? • Which competencies are my workgroup’s strengths to either maintain or further enhance?
  19. 19. Determine Focus • Which competencies does my workgroup need to develop?
  20. 20. Self-Assessment When you plan your development, you want to take into account three personal areas that are particularly meaningful for development planning.
  21. 21. Self-Assessment YOUR INTEREST When you get involved in work that interests you, you increase your job satisfaction.
  22. 22. Self-Assessment YOUR VALUES When you get involved in work that is in line with your strongest values and priorities, you increase your work commitment.
  23. 23. Self-Assessment YOUR COMPETENCIES When you look for ways to make the most of what you do well and improve on what you do less well, you increase your job performance and keep yourself learning and improving.

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