Personal Development Discussion
Overview (short introduction to the method):
Main aspects – basic values of organization, tasks for future and direction of development.
Discussion is connected with general tasks and plan of development of employee.
Objectives:
To have understanding of goals on all levelsof organization structure and have right direction of development of employees based on business needs.
Group size:
tet-a-tet
(manager and subordinator)
Time:
app 1.5 hours
for each subordinator
Resources:
form for filling
(computer or paper)
Skills and Competences :
Expected outcomes :
-for the employee:
mobilize personal and professional potential;
feel more comfortable at workplace;
self-assessment;
develop of skills to analyze own performance;
developsense of initiative and responsibility;
willingness to take responsibility, make decisions and ability to express own opinion;
self-growth;
personal competence,
willingness to develop professionally and increase qualification;
develop motivation and
skills of reflective thinking;
work planning skills.
-for the employer:
discover employees’ potential, wishes and aspirations;
new ideas for problem-solving,
effective interpersonal communication,
motivated staff oriented on result.
Instructions:
The first step is development of unique plan (form) for development discussion.
This plan should include some mandatory parts:
-
List of long or short term goals and assessment criteria about results of performance
-
Values or general rules of organization, its description and self-assessment criteria
-
Development needs and goals (like training, carrier potential development steps, development in another area or position)
-
Feedback from/to manager/subordinator
Also there are some optional parts:
-
List of some questions regarding possible difficulties, relationships with colleagues and management, corporate ethics, employee satisfaction, positive achievements etc. (it can be self-assessment part of form)
-
List of current skills
Development Discussion form based on your needs and vision about personnel development.
Tips:
It is better to organize Development Discussion process after general meeting and discussion about strategic goals of organization and future working plan. It is necessary for figuring out how much each employee will be involved in the future work.
Preparation work is very important for the quality of outcomes of Development Discussion
Next step of Development Discussion is actual discussion with employee.
It is necessary to book at least 1-1,5 hours with employee to discuss. Allow the employee to lead the discussion and go through each section of the plan. Listen to the employee, ask questions for clarification, probe to find out the reasons why the employee chose a goal, and offer your own development goal if you think the employee missed a critical goal. Listen to the employee’s action plans, and accept, modify, reject (explain why), and offer your own ideas.
Some tips for conducting of development discussion:
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Discussion itself - dialogue of equal partners
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No mobile phone during discussion
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Focus on discussion
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Listen
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Provide additional development ideas
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Be supportive, encouraging
Next step is to develop the training plan and development actions in organization
It is necessary periodically to conduct the follow up meeting with employee and control the interim results (the period between meetings depends on how long term of goals were in Development plan).