Creating an Individual Development Plan (IDP) for Career and Performance Growth, Exams of Professional Communication

Download Creating an Individual Development Plan (IDP) for Career and Performance Growth and more Exams Professional Communication in PDF only on Docsity! IDP ROADMAP >>> TABLE OF CONTENTS The Why……………………………………………………………………………….. Page 3 What is an IDP?............................................................................. Page 4 Building an IDP……………………………………………………………………. Page 6 The Process………………………………………………………………………….. Page 6 Creating SMART Goals……………………………………………………… Page 10 TABLE OF CONTENTS || IDP ROADMAP 2 WHAT IS AN IDP? || IDP ROADMAP 5 BUILDING AN IDP You have a personal responsibility for your own continuous development. Assess your strengths and development opportunities. A development opportunity could be a gap between where you are now and where you want to be, or it could be a way to leverage strengths more fully. The Process STEP 1: Determine where to focus and select three developmental areas. ASK YOURSELF: 1. Where am I now? 2. Where do I want to go? 3. How will I get there? 4. What do you like most about your current position? 5. What challenges you most; what are the biggest challenges you face? 6. What do you see as your top two strengths? 7. What do your team members rely on you for? 8. What do you consider as your top two improvement opportunities? 9. What specific feedback have you received from others regarding your strengths or improvement opportunities? Who would be the best source for additional feedback? 10. How do I like to learn? 11. If you have long-term (two to five years from now) career goals, describe them here. 12. What skills are crucial for your future? 13. Name one or two individuals you think would be helpful partner(s) in your growth. 14. What kind of support do you need from your team leader? BUILDING AN IDP || IDP ROADMAP 6 STEP 2: Identify development strategies and identify development resources. Plan the activities that can help you develop the knowledge you want to obtain and the skills you want to learn. Development strategies typically fall into three categories: learning on the job (experiential learning), learning from others (exposure learning), and learning through education (educational learning). Consider how you like to learn and who may help you or direct you to resources available. >>> What is Development? Think outside of the elements of job standards, performance reviews and job descriptions. Bedrock is filled with learning opportunities to help you advance toward your goals. Your IDP strategies should contain multiple forms of learning such as; EXPERIENTIAL LEARNING LEARNING FROM OTHERS EDUCATIONAL LEARNING  Challenging on-the-job assignments  Job rotation/shadowing  Mentoring others  Project teams/task forces  Conducting research  Tackling a start-up or “fix it” issue in your area  Presenting at a conference  Request a mentor/role model  Request feedback from peers and leaders  Request coaching from leaders and/or coaches/trainers  Visibility with key leaders/projects/teams  Networking  Instructor-led courses (on- site or off-site)  E-Learning programs/webinars  Formal education programs  Professional associations and/or certifications  Professional books, magazines or journals  Conferences *Please see our Development Resource Catalog for more specific learning opportunities currently available for Bedrock team members. BUILDING AN IDP || IDP ROADMAP 7 CREATING S.M.A.R.T. GOALS SPECIFIC What does specific mean?  A specific goal identifies what exactly you are trying to accomplish and what it will look like when you reach you goal How can I make my goal specific?  Describe your goal in detail. Be sure to include how you will accomplish it, when you will accomplish it, and why it’s important to you MEASURABLE What does measurable mean?  A measurable goal shows how progress will be monitored along the way How can I make my goal measurable?  Define certain points in time when you will measure the results ATTAINABLE What does attainable mean?  An attainable goal is one that is realistic and identifies the necessary steps to achieve it How can I make my goal attainable?  Identify specific actions, potential roadblocks and possible solutions RELEVANT What does relevant mean?  A relevant goal is one that is both important to you and aligned with your overall objectives How can I make my goal relevant?  Identify the rewards of accomplishing your goal TIME-BOUND What does time-bound mean?  A time-bound goal includes a beginning date, end date and milestone dates How can I make my goal time-bound?  Identify when you will complete you goal. Include milestone dates to record progress BUILDING AN IDP || IDP ROADMAP 10 S.M.A.R.T. GOAL EXAMPLE >>> Enhance professional communication style. SPECIFIC Enhance professional communication style to include writing skills, presentation skills and professional presence in client meetings. MEASURABLE Professional Communication was identified as an area of growth on my annual drive review. The goal is to improve the Drive Review trend from “Decelerating” to “Consistent.” ATTAINABLE  Attend a “Rock the Stage” course through the Journey on 03/11/19, bring back learning to the team.  Lead a team meeting on 03/22/19 and ask for feedback from leader and team.  Use the “rule of 3” when emails are ineffective after 3 attempts, call the person or walk over for face-to face interaction.  Dedicate time in each 1:1 with leader to review email communication and learn tips to improve tone and clarity. RELEVANT By enhancing professional communication skills, interactions with clients, leaders and team members will be more successful and efficient overall. TIME-BOUND Increase trend score by 2019 Mid-year review. BUILDING AN IDP || IDP ROADMAP 11 STEP 6: Review with your team leader. When meeting with your leader, your task is to share your current IDP draft which includes short- term/long-term goals and current developmental objectives. The leader’s responsibility is to: 1. Listen and provide feedback on your goals and developmental objectives, ensuring that they align with the priorities of the team. 2. Share resources that may assist in reaching outlined development goals. 3. Discuss any discrepancies between your developmental objectives and improvement areas your leader identifies. >>> Roles IDPs are extremely valuable because the process includes both your viewpoint and that of your leader. This process is an opportunity for your leader to find out about your goals and how you see yourself in the organization. Team Member: It is the team member’s responsibility to complete your IDP and customize based on your career aspirations. You will own the plan and completion of goals, as well as the documentation process toward achievement in DRIVE. It is the Team member’s responsibility to deliver on set objectives. Team Leader: The team leader plays the role of supporting team members on goals providing resources and opportunities, as well as monitoring progress toward achievement. STEP 7: Finalize IDP and upload in “My Journal” section of DRIVE. Instructions on how to add your IDP to DRIVE are located on the Bedrock Buzz under Learning & Development >> IDP Resources. BUILDING AN IDP || IDP ROADMAP 12