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Employee Development Plan

Employee Development Plan

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  • Managing Performance July 2005 Development Planning Workshop
  • Overview of Today’s Session
    • Why do development planning?
    • What is a development plan?
    • Employee & leader roles in development planning
    • Valuable tips
    • How to write a development plan
    • Strategies to overcome potential challenges
    • Resources & Next Steps
    • Questions?
  • Why Invest in Development?
    • A Winning Business Strategy Requires Accelerated Development
    • Our organization is successful when employees have the skills necessary to meet both current and future business needs. Fundamental changes in the business environment require accelerated development of our skills, competencies and ability to adapt.
    • The success of our business strategy also requires the continual development of our skills and competencies so that we can effectively respond to the constantly changing and increasingly complex on-the-job challenges we face.
    • As key assets to our business, we want to ensure that our people have visible, meaningful and challenging development experiences to broaden their skills and to support their growth as business contributors and individuals.
  • Why Invest in Development? Winning Partnership for Company and Employee
    • Employees:
      • Achieve more satisfaction in our current jobs.
      • Make incremental progress toward better job fit in current jobs: more opportunity to improve skills, enjoy work, value contributions, and engage creativity in problem solving.
      • Make progress toward lifetime personal and career goals.
    • American Express:
      • Benefits from employees who are more fully engaged and motivated to achieve their business goals.
      • Develops a more qualified pool of internal candidates for open positions.
      • Creates a competitive advantage for recruitment and selection of external candidates.
  • What is a development plan ?
    • It is:
    • A process to identify competencies you need to achieve your current goals and prepare for future assignments
    • A method to outline how you will develop those competencies
    • A way to identify your strengths and opportunities
    • An ongoing process, not an event
  • Development Planning: Basic Steps
    • Conceive the result you want to create
      • Know where you want to go and what you are after
    • Take assessment
      • Compare where you are today against where you want to be
    • Take action
      • Create a draft development plan
      • Employee and leader meet to discuss and revise the draft and create a final development plan
      • Employees implement the development plan with coaching and support from their leaders
      • Leaders and employees continuously revisit and evaluate progress and revise the plan as needed
  • Employee Responsibilities: Take Ownership
    • Your development is your responsibility!
      • Actively seek development assignments, moves and activities that are aligned with key business goals, improving your performance and achieving your career goals
    • Incorporate development into your daily schedule
    • Reflect on what you have learned from key experiences
  • Employee Responsibilities : Basic Steps
    • Prepare a draft development plan
    • Schedule a meeting with your leader to discuss and review
    • the development plan. Ask your leader for the feedback and
    • support you will need to implement the plan. Be open to
    • your leader’s suggestions.
    • Revise the draft plan as needed after discussion with you
    • leader
    • Implement the development plan
    • Update/follow-up with leader on progress of development
    • plan
  • Employee Responsibilities:Tips
    • Be alert for unplanned development opportunities and take advantage of them. For example, new projects that may arise due to staff movement/changes.
    • Schedule time with your leader at least quarterly to review your progress and revise the plan as needed.
    • Ask for feedback and coaching.
    • Document your progress on implementing the development plan. Be sure to summarize your development accomplishments on the mid-year and year-end self-assessment forms.
  • The Leader should…….
    • Remind and positively influence the employee to prepare a draft development plan and provide a due date
    • Review the employee’s draft development plan before the scheduled meeting
    • Meet with the employee to review and discuss the draft plan; provide insight on the competencies the employee needs for goal achievement and career growth
    • Review the finished development plan and keep a copy readily accessible
    • Design/source challenging development assignments and activities. Assign projects and tasks the employee that will help him or her meet development needs. Provide development opportunities: training, learning materials, and team membership
  • The Leader should……. (continued)
    • Provide frequent feedback and coaching to assist the employee. Coach on current and future skill requirements
    • Meet with the employee at least monthly to review and discuss the employee’s progress
    • Ensure the employee has documented progress in achieving development objectives on the mid-year and year-end self-assessment forms
  • Writing your Development Plan
    • Use the Development Plan Worksheet to help you create your development plan
    • Past feedback
    • Goal achievement
    • Career growth
    • Patterns
    • Select competencies
    • Build on your strengths
    • Be specific
    • Sources :
    • PMP/Leader feedback
    • Customer/peer feedback
    • Own reflections
    • Tools like Talent Assessment, ESAT, LFP, other diagnostic tools eg Opinionnaire
    • Skill/Technical assessments
  • Writing your Development Plan
    • Use the Development Plan Worksheet to help you create your development plan
  • Writing your Development Plan
    • The Development Plan Form documents:
    • What are the strength areas and the areas to be developed?
    • What will you do to develop this area?
    • How will you measure success?
    • When will you complete this activity?
    • What is your readiness level for this activity? And therefore what support you may need from your leader and other sources ?
  • Performance Management Process Development Plan
    • Development planning is part of the Performance Management Process in American Express
    • A development plan needs to be completed up to 3 months after agreeing on your goals for the year; progress on development plan is recorded in your mid-year review and year-end appraisal
    • The standard form for Development Plans can be found on AmexWeb/My Life and Career/Performance Management Tools , together with a complete guide on writing a good development plan
  • Development Plan 2. Development Strategy: Focusing on the competencies that are critical to drive performance, define strengths and development needs and a plan of action. Agree on how your leader will provide support and direction through the performance year. Define any additional support that is required for each competency you want to develop. For detailed information about development planning and the blue box leadership curriculum , please see PMP Development Planning found on the Performance Management Website on AmexWeb. Leader and other Support Action Plan Strengths and Developments Areas Competency
    • It is a powerful motivator that makes us feel competent.
    • It pushes us to achieve more and more.
    • It helps the company get the maximum return on investment on development time and money.
    • It is the best approach to pursue excellence.
    Developing Based on Strengths When we focus on strengths and not just on weaknesses, 4 bullets Development activities DRHP (3-3)
    • Research shows that executives usually use a combination of three strategies for development:
    Development Activities 1) on-the-job, 2) self and others, 3) coursework. Development plan syndrome - chart DRHP (3-4)
    • On-the-job activities: additional or different tasks performed throughout their work day.
    • Self and others: mentors, feedback, books and observations.
    • Coursework: classes and self-directed learning.
  • Development Plan Syndrome The mix of development activities: DRHP (3-5) Over reliance on training 2 effects: 1) how learning happens; 2) actual activities on Development Plans
  • Development Planning: Potential Challenges
    • A common mistake: Focusing too narrowly on a single strategy for development. What usually occurs when we create Development Plans is that we focus on:
      • 70% of our efforts on coursework,
      • 20% learning from others and ourselves,
      • only 10% from on-the-job activities.
    • We need to do the opposite!
      • 70% of learning from on-the-job activities
      • 20% from others and self,
      • 10% from formal training.
    • Research shows that successful development is accomplished through a combination of three strategies:  1. job-based activities: additional or different tasks performed throughout a work day 2. others and self: mentors, feedback, reading books, observations 3. coursework: classes, self-directed learning    
  • Over Reliance on Training Before recommending training as a development activity on your Development Plan, ask yourself the following two questions: Is the performance gap due to lack of skills, knowledge or attitudes? Will you be able to perform optimally if you really needed to or had no alternative? Training could be the solution Training is NOT the solution Ask 2 questions - 1) lack of KSA? 2) employee want to do so? DRHP (3-6) Focusing on high performers as well YES YES
  • Summary of Development Planning End of the Development Planning module. Go to Coaching and Feedback DRHP (3-8)
  • Strategies to Overcome Potential Development Challenges
    • Achieving More Immediate Results:
    • Examine your expectations and timeframes (remember that real development often does not take place in a short time span)
    • Examine your planned development activities; are you focusing on too many things? Are they too broad or complex? Narrow your activities and relentlessly focus on the ones with the most value or potential impact
    • Consider ways to better leverage your existing strengths, rather than attempting to build new ones
  • Strategies to Overcome Potential Development Challenges
    • Gaining Support for Your Development
    • Expand your circle of personal and professional contacts; the larger the number of these contacts, the greater.
    • Involve yourself in professional and local organizations, other info sources for development opportunities outside of the work environment
    • Hold yourself and your leader accountable to have meaningful discussions on your individual development needs and commit to periodically reviewing and updating your plan
  • Strategies to Overcome Potential Development Challenges
    • Managing Procrastination and Apathetic Tendencies
    • Realize that “the development you take is equal to the development you make”
    • Take ownership for your development, pursue it actively with your leader and colleagues – treat your development as though your future career opportunities depend on it
    • Prominently display your development plan to help keep it top-of-mind
    • Review your activities near the end of each work day to see which ones are related to your development
    • Periodically record and assess your progress – reward yourself for your commitment
  • Valuable Tips for Employees
    • Put your development action steps on your daily “to do” list
    • Visualize your goals with a clear picture of success
    • Find something you can learn from each person with whom you work
    • Do one thing every day, even if a small step, to move toward your goals
    • Make sure the goals are yours, not what others want for you
  • Other Resources
    • Where to go to get additional information and resources related to development planning:
    • AmexWeb under “My Life and Career” link ( https://central101.intra.aexp.com/portal/site/amexweb/?epi-content=CMU&cmu_page=32003&format=leftmidwithoutcolor&leftnav=false)
    • Learning system on eHR
    • [email_address]
    • Your local Human Resources Relationship Leader
  •  
  • Next Steps
    • Begin today!
      • Prepare a draft plan using the tips you just learned
      • OR
      • Review your current plan against the information provided in this workshop
    • Schedule a meeting with your leader/direct reports to discuss your/their development plan and progress
    • Commit yourself to ongoing development activities, and regular follow-up conversations with your leader
  • Questions?