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developingyourselfandothers.pptx
- 2. Welcome! Tell us about yourself! • Your name • Your role • Something you’re hoping to get from today’s session
- 3. Welcome! Hi, I’m Michelle! Learning Strategist, phase(two)learning Manager, Talent Development, FORUM Credit Union Let’s connect! LinkedIn linkedin.com/in/mbaker826 Twitter @MichelleLBaker Blog phasetwolearning.wordpress.com Email phasetwolearning@gmail.com
- 4. Today’s Agenda • Welcome, introductions, session overview • Owning Your Development • Whole-Person Development • 70:20:10 Learning • Developing Others • Key Messages • Your Action Plan • Final Thoughts, Tools & Resources
- 5. Owning your
- 6. Let’s Discuss Why is “development” so important? • Do you have different needs from your peers? • How can a person’s needs vary? • Why is it so important to focus on your individual development needs?
- 7. What does it mean to “own your development?” Let’s list our ideas on the chart. Let’s Discuss
- 8. Why is it so important to take ownership of your own development? • You know your development needs • You know your schedule • You know your preferred learning style • You know your short and long-term goals • You know what motivates you! Let’s Discuss
- 10. Who benefits when you take the time to focus on your development needs? • Customers (external AND internal!) • Peers • Manager • Your family • Yourself Let’s Discuss
- 11. Ask yourself 2 questions when considering your development needs: Two-Step Process In what areas do I need development? How do I get development in these areas? Whole-Person Development 70:20:10 Learning
- 12. Whole-Person
- 13. What is “Whole-Person” Development? Whole-Person Development is a concept that focuses on employee development in 3 primary areas: 1. Skill Development 2. Professional Development 3. Personal Development Professional Development Personal Development Skill Development
- 14. Skill Development Skill Development Skill Development focuses on the “hard skills” it takes to do your job – or prepare you for a future position. • Systems (internal, technical) • Processes and procedures • Tasks and projects • Business acumen • Budgeting
- 15. Professional Development Professional Development Professional Development focuses on the “soft skills” that help you perform, lead and grow. • Communication skills • Leadership development • Coaching skills • Effective meetings • Giving and receiving feedback
- 16. Personal Development Personal Development Personal Development focuses on areas that strengthen you personally, yet complement you professionally. • Health and Wellness • Financial Wellness • Stress Management • Time Management • Work-life balance
- 17. Small Group Discussion Professional Development Personal Development Skill Development Think about Ball State- specific topics and examples of development in your group’s focus area: • Sometimes you have to look outside L&D department offerings • Everyone is different…think “one size fits me!” • List some ideas on your flip chart Time limit: 3 minutes
- 18. 70:20:1o
- 19. What is 70:20:10? The 70:20:10 Learning Model suggests that the majority of what people learn is done through practical, informal means. 70:20:10 Learning Model Informal, practical Building Relationships Formal Training
- 22. What does 70:20:10 Look Like? TRUTH: You can only learn so much through training. Your best teacher will be a combination of building relationships and on-the-job experience. 10% Training 20% Coaching & Relationships 70% Practical Work Experience 70% 20% 10% On-the-Job training Shadowing & Observation Stretch assignments Delegation from manager New projects Supervisor coaching & feedback Peer-to-peer sharing Team meetings & discussion Networking Cross-functional projects Classroom Training New Employee Orientation Online courses & tutorials External conferences Certifications Licensing Continuing education
- 23. Ask yourself 2 questions when considering your development needs: Two-Step Process In what areas do I need development? How do I get development in these areas? Whole-Person Development 70:20:10 Learning
- 24. Small Group Discussion In your small group, choose a topic from your Whole-Person Development discussion. Brainstorm ideas to incorporate the 70:20:10 Learning Model to develop in that area. Be prepared to share your list with the group. Time limit: 5 minutes
- 25. Developing
- 26. Tips for Developing Others • Take the time to have regular conversations about your employees’ development needs • Seek out opportunities for 70:20:10 learning that align with development needs • Encourage on-the-job exploration and peer-to-peer collaboration • Provide ongoing feedback on development progress
- 27. Your Action Plan
- 28. Your Action Plan Think about different areas where you might benefit from training or professional development: Use your handout to create an action plan: • What is your development goal? • Where does it fall in the Whole-Person Development model? • How can you learn using the 70:20:10 approach? • Use Learning & Development offerings as a starting point Time limit: 5 minutes
- 29. Key Messages • Employee development is not “one size fits all,” but rather “one size fits ME” • You know your needs best, so it’s important to own your development • Development needs can be skill- based, professional or personal • Effective learning follows the 70:20:10 approach
- 30. Tools & Resources Want to learn more about owning your development or supporting employees in their development? • Helpful resources listed in your handout • Today’s slides available for download on Slideshare (slideshare.net/michellebaker) Got questions? Need more info? Email: phasetwolearning@gmail.com Twitter: @MichelleLBaker
- 31. Any questions?