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Managing Performance July 2005 Development Planning Workshop
Overview of Today’s Session ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
Why Invest in Development? ,[object Object],[object Object],[object Object],[object Object]
Why Invest in Development? Winning Partnership for Company and Employee   ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
What is a  development plan ? ,[object Object],[object Object],[object Object],[object Object],[object Object]
Development Planning: Basic Steps ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
Employee Responsibilities: Take Ownership ,[object Object],[object Object],[object Object],[object Object]
Employee Responsibilities :  Basic Steps ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
Employee Responsibilities:Tips ,[object Object],[object Object],[object Object],[object Object]
The Leader should…….   ,[object Object],[object Object],[object Object],[object Object],[object Object]
The Leader should…….  (continued) ,[object Object],[object Object],[object Object]
Writing your Development Plan   ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
Writing your Development Plan   ,[object Object]
Writing your Development Plan   ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
Performance Management Process Development Plan ,[object Object],[object Object],[object Object]
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
[object Object],[object Object],[object Object],[object Object],Developing Based on Strengths When we focus on strengths and not just on weaknesses, 4 bullets Development activities DRHP (3-3)
[object Object],Development Activities 1) on-the-job, 2) self and others, 3) coursework. Development plan syndrome - chart DRHP (3-4) ,[object Object],[object Object],[object Object]
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 ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
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 ,[object Object],[object Object],[object Object],[object Object]
Strategies to Overcome Potential Development Challenges ,[object Object],[object Object],[object Object],[object Object]
Strategies to Overcome Potential Development Challenges ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
Valuable Tips   for Employees ,[object Object],[object Object],[object Object],[object Object],[object Object]
Other Resources ,[object Object],[object Object],[object Object],[object Object],[object Object]
 
Next Steps ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
Questions?

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Edp Presentation

  • 1. Managing Performance July 2005 Development Planning Workshop
  • 2.
  • 3.
  • 4.
  • 5.
  • 6.
  • 7.
  • 8.
  • 9.
  • 10.
  • 11.
  • 12.
  • 13.
  • 14.
  • 15.
  • 16. 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
  • 17.
  • 18.
  • 19. 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
  • 20.
  • 21. 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
  • 22. Summary of Development Planning End of the Development Planning module. Go to Coaching and Feedback DRHP (3-8)
  • 23.
  • 24.
  • 25.
  • 26.
  • 27.
  • 28.  
  • 29.