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2014 personal development ppt


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Personal development is a major concern for organizations in today's work world. This PowerPoint attempts to shed some light on how an organization and individuals can begin their journey to improved performance through personal development.

Published in: Business, Education
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2014 personal development ppt

  1. 1. Personal Development
  2. 2. Where Are You in Your Garden of Life? Fred Herman said, “When you’re green your growing- when you’re ripe, you’re getting rotten!
  3. 3. 1. Develop the organization to meet its mission 2. Measure individual and organizational performance 3. Link training and development to business outcomes 4. Set Clear Expectations – Establishing Measures that are compatible with organizational goals, and focusing on the “critical few”
  4. 4. 4  Have a better understanding of who you are: Gain insight into personal capabilities Identify strengths and gaps  Begin a process of self-management and self-development Construct a personal development plan Accentuate strengths and minimize areas of potential weakness
  5. 5. 5 Development Process DEFINE SUCCESS Identifying Organizational Needs SELF MANAGEMENT Goal Setting Implementing a Development Plan EVALUATE PROGRESS Measuring Success Refining Plans SELF AWARENESS Understanding Strengths And Weaknesses
  6. 6. 6 Personal Development  The ability to develop and display your desired competencies is the result of many factors working together. Innate capabilities (natural ability, personality) Learned capabilities (knowledge, experience and skills) Aligning personal capabilities with organizational demands  Personal development requires: Capitalizing on areas of strength Managing areas of potential weakness Continually growing your capabilities
  7. 7. 7 Aligning Personal Capabilities with Organizational Demands 1. Convene a focus group of top managers & top performers 2. Defined what success looks like 3. Identify the behaviors and competencies necessary for success 4. Develop a competency model
  8. 8. 8 What is a Competency Model? A competency is defined as the underlying sets of skills, knowledge, personal characteristics and abilities needed to effectively perform a role in the organization and help the business meet its strategic objectives. The combination of these factors lead to defining superior performance and excellence.
  9. 9. 9 Sample Sales Competency Model Innovation Generating novel and creative solutions to problems that will result in improved performance, better outcomes and higher productivity. Decisive Judgment Making good decisions in a timely and confident manner Adapting to Change Adapting to changing situations and restructuring tasks and priorities as changes occur within the business and organization. Negotiation Identifying the needs and motives of both parties involved and working toward mutually beneficial solutions and agreements.
  10. 10. 10 Competency Model (cont.) Planning &Organizing Effectively organizing and planning work according to organizational needs by defining objectives and anticipating needs and priorities Delivering Results Maintaining a high level of commitment to personally getting things done. Customer Focus Committed to exceeding the customer’s needs, understands the customer’s perspective and uses customer feedback to improve individual performance. Resilience Effectively dealing with work related problems, pressure, and stress in a professional and positive manner.
  11. 11. 11 Competency Model (cont.) Team and Collaboration Effectively working and collaborating with others toward a common goal. Influencing and Persuading Convincing others to adopt a course of action. Relationship Management Developing and maintaining positive relationships with individuals outside their work group. Functional* Acumen Having the skills, knowledge and abilities necessary to be effective in the specific functional content of a sales consultant.
  12. 12. 12 Personal Development DEFINE SUCCESS Sales Consultant Competencies SELF-AWARENESS ASSESS Personality We are here
  13. 13. 13 Your Developmental Feedback Personality can help you understand the underlying “why” of your behavior. Personality can impact how you use your other capabilities (knowledge, skills, etc.) in a positive or negative way. Personality can impact how you develop and display desired competencies and behaviors.
  14. 14. 14 Using Your Feedback  Some of you may have been surprised by your feedback. There may be “blind spots” of which you were unaware  As you review your Assess report again, consider: Is this important to me? Do I need to change?  Remember, change is a process that has a natural progression. Denial Resistance Exploration Commitment  To successfully change, you need to pass through all four phases.
  15. 15. Reading a Personal Development Report Look for areas of natural fit Within competencies Across competencies Identify areas of weaker natural fit Within competencies Across competencies
  16. 16. 16 Competency Information Graphic shows those personality characteristics which might help or hinder the display of the competency. The colored boxes will help you identify areas of strength and areas for potential development. The narrative will discuss how your personal characteristics might impact your behavior.
  17. 17. 17 Development Suggestions The report provides suggestions for managing any characteristic which falls outside the desirable range on one or more competencies.
  18. 18. 18  Take time to review your developmental suggestions Paragraph about the behavior Activities you can begin to implement Books, multimedia, online learning and public courses  Look for behaviors that impact more than 1 competency  Get more “Bang” for your developmental efforts
  19. 19. Personal Development Goals What are the one or two key things you have decided to do work on? • These do not have to be major changes, but tweaks that will make you more successful Examples: • Speed up my decision-making process • Manage my tendency to over react to criticism and stress • Improve communication with other departments • Listen and be open to others’ feedback
  20. 20. Making It Happen Meet with your coach/manager to review your Assess report Gain insight with the aide of your coach/manager, peers and others that know you well Finalize your personal action plan (with dates and specific action steps) Act on your plan (check progress and make changes if it doesn’t seem to be working) Meet with your coach/manager regularly for insight and feedback
  21. 21. Improving Never Ends! Every day you may make progress. Every step may be fruitful. Yet there will stretch out before you an ever lengthening, ever ascending, ever improving path. You know you will never get to the end of the journey, but this, so far from discouraging, only adds to the joy and glory of the climb. Sir Winston Churchill 1874-1965