Lecture+4+ +personal+development+plans

definition of personal development planning a systematic approach to a personal development planning preparation of a development plan behavioral objectives smarter objectives development strategies evaluating the options

A Personal Development Plan is a clear

developmental action plan for an

individual which incorporates a wide set

of developmental opportunities including

formal training.

Personal Development Plan objectives

Personal development implies a wide range of activities with the p p g

objectives of :

y Improving performance in an existing job

y Improving skills and competences perhaps in readiness for career

y Improving skills and competences, perhaps in readiness for career

development or organizational change

y Planning experience and pathways for career development and /orPlanning experience and pathways for career development and /or

advancement within the organization

y Acquiring transferable skills and competences for general

‘employability’ or change of directionemployability or change of direction

y Pursuing personal growth towards the fulfillment of one’s personal

interests and potentialp

A Systematic Approach to a Personal Development Planning

Step 1:

y Select and area for development:

3 Goals must be based on your need to improve performance in your current job and / or on your career goals taking into account possible

current job and / or on your career goals, taking into account possible changes in your current rule and opportunities within and outside the organization

3 Carry out a personal SWOT (strengths weaknesses opportunities

3 Carry out a personal SWOT (strengths, weaknesses, opportunities, threats) analysis

3 One helpful tool is an interest/aptitude and performance matrix, on which you can identify skills which you require (don’t do well) but forwhich you can identify skills which you require (don t do well) but for which you can build on your aptitudes and interests (like)

A Systematic Approach to a Personal Development Planning Cont’d

A Systematic Approach to a Personal Development Planning – Cont d…

Step 2:

y Set a SMARTER (specific, measureable, agreed, realistic,

time-bounded, evaluated and reviewed) learning objective

3 what you want to be able to do or do better and in what time scale

3 what you want to be able to do or do better, and in what time scale

Step 3:

y Determine how you will move towards your objective

3 research relevant learning resources and opportunities

3evaluates relevant learning resources and opportunities for suitability, attainability and cost-effectiveness

3 secure any support or authorization required from your manager or training department

A Systematic Approach to a Personal Development Planning Cont’d

A Systematic Approach to a Personal Development Planning – Cont d…

Step 4:

y Formulate a comprehensive and specific action plan, including:

3 the SMARTER objective

3 the learning approaches you will use, described as specific training video; enroll in a course.) Each action should have a realistic time scale or schedule for completion

scale or schedule for completion

3 a monitoring and review plan Precisely how and when (or how

often) will you assess your progress and performance, against your objectives? (Seek feedback? Review results? Pass an end-of-course test?)

A Systematic Approach to a Personal Development Planning Cont’d

A Systematic Approach to a Personal Development Planning – Cont d…

Step 5:

y Secure agreement to your action plan

3 if required to mobilize organizational support or resources

Step 3:

y Determine how you

will move towards

Preparation of a Development Plan

A development plan must cover:

y Career and personal development

Preparation of a Development Plan Cont’d

Preparation of a Development Plan – Cont d…

y Set, prioritize and agree targets

3 targets establish what you are aiming for

3 they can be short, medium or long term

3 If you can set and then meet a target you are demonstrating that

3 If you can set and then meet a target, you are demonstrating that you have acquired he skill of managing yourself

y Targets

3 decide what you would like to achieve over a specified time, for

example one year

3 e.g 1 complete the entire HND/HNC qualification by a certain date, for example this time next year or the end of 2011

3 e.g 2 Improve your standard of French or another foreign language

Preparation of a Development Plan Cont’d

Preparation of a Development Plan – Cont d…

y Prioritize

■ the targets could be prioritized in terms of

3 importance to your job

3 importance to you as an individual

3 importance to you as an individual

3 how much you want to achieve them

3 how quickly you need to achieve them

3 cost to you or your employer

3 enjoyability and potential satisfaction arising

3 How realistic it is that you will achieve themy

y Short and long term learning objectives

Behavioral Objectives

y Behavioral objectives are specific descriptions of what you want Behavioral objectives are specific descriptions of what you want

to be able to do or do differently

3 read course book 603 for behavioral objectives variations

y Behavioral objectives are important for effective development because they:

3 give you a specific measure against which you can gather feedback

3 give you a specific measure against which you can gather feedback and evaluate your progress and success

3 express your aims in terms of behaviors – specific things that you

want to do which are observable learnable changeable and

want to do – which are observable, learnable, changeable, and

within your control to change

3 help you identify the type of action you can take to achieve the

desired changes

SMARTER Objectives

y Specific

3 what exactly do you hope to achieve, and in what contexts

(circumstances / background)?

3 Can it be broken down into smaller more specific steps?

3 Can it be broken down into smaller, more specific steps?

SMARTER Objectives Cont’d SMARTER Objectives – Cont d…

y Realistic

3 are you able to achieve the objective within the constraints of your

current abilities and commitments, your available time and resources?

Development Strategies

y Identifying development options

3 Increase your knowledge of skills: reading, analyzing case studies, observing others, receiving instruction, going on courses and so on:

3 Seek and exploit opportunities to do things differently: using role plays or real work interactions to attempt apply new behaviors and

plays or real work interactions to attempt apply new behaviors and skills; observing and reflecting, seeking feedback, integrating your experience with theoretical concepts, generating alternative options,

planning to apply them – and so on round the learning cycle

Development Strategies Cont’d Development Strategies – Cont d…

y Learning methods and media

3 Specialist education or training providers (such as Edexcel or BPP); via more

experienced or skilled individuals in your professional context (such as instructors, coaches or mentors); through your own experiences and the reflections, conclusions and adjustments you make a result of them j y

3 “On-the-job” or work-based learning activities, utilizing real-life work settings,

equipment, teams and tasks to observe practice and apply skills E.g job rotations; undertake project or committee work; temporarily promoted or occupy an ‘assistant

undertake project or committee work; temporarily promoted or occupy an assistant to’ position Alternatively, there are “off-the-job” methods, which allow knowledge

acquisition and skill practice without the distractions and risks of real work demands E.g attending courses, observe demonstrations or simulations, case studies,

practice role plays and so on

practice role plays and so on.

3 Face-to-face presentations, demonstrations or workshops; paper-based self-study programmes (like this course book and further reading); television, radio and video

t ti d i t ti id t d I t t b d l i presentations; and interactive video, computer-and Internet-based learning

Development Strategies Cont’d Development Strategies – Cont d…

y Learning methods and media

3 Specialist education or training providers (such as Edexcel or BPP); via more

experienced or skilled individuals in your professional context (such as instructors, coaches or mentors); through your own experiences and the reflections, conclusions and adjustments you make a result of them j y

3 “On-the-job” or work-based learning activities, utilizing real-life work settings,

equipment, teams and tasks to observe practice and apply skills E.g job rotations; undertake project or committee work; temporarily promoted or occupy an ‘assistant

undertake project or committee work; temporarily promoted or occupy an assistant to’ position Alternatively, there are “off-the-job” methods, which allow knowledge

acquisition and skill practice without the distractions and risks of real work demands E.g attending courses, observe demonstrations or simulations, case studies,

practice role plays and so on

practice role plays and so on.

3 Face-to-face presentations, demonstrations or workshops; paper-based self-study programmes (like this course book and further reading); television, radio and video

Evaluating the options

y Available resources

3 What resources (materials, equipment, venues, opportunities, people,

finance) would you require to pursue each option? How readily available are they?

3 What other people could help or support you in each option? (Whom could you ask for information, contacts, expertise, time, feedback, authorization?)

3 What time frame would each option require? How would this fit with your p q y other commitments and schedules?

Evaluating the options

y Pros and Cons

3 What are the advantages, benefits, payoffs or likely positive consequences of

i h ti ? pursuing each option?

3 What are the disadvantages, risks, tradeoffs or likely negative consequences of

Action Planning

Action Planning Cont’d Action Planning – Cont d….

y Defining realistic time scales

3 It is generally unrealistic:

► to attempt massive behavioral changes in a short time frame; and

► to attempt to work on too many areas of change at a time

y Identifying ways to monitor and review progress

3 You need to know:

► whether your progress is on schedule in relation to your plans

► whether or how far your planned activity is effective in achieving your

► whether , or how far, your planned activity is effective in achieving your objectives

Action Planning Cont’d Action Planning – Cont d….

yRegular monitoring or periodic review of your results g g p y

3 What progress markers are built into your objects, which you can check for in your performance? What are you criteria for success at each stage of your

learning partners or study group?

3 How often will you review/sample your activity and its results? Periodically? By random sampling? At key stage deadlines? At completion date?