I am very passionate about Talent Management and Development and nothing brings me a feeling of satisfaction and accomplishment than being part of an employee’s professional development. Unfortunately, my experience has taught me that people are not good at writing strong development plans, and as a result, the guide shown below was created to fulfill two purposes:
1) To encourage self-reflection on past performance and later serve as a self-assessment (not required by the company)
2) Guide employee in identifying areas of opportunity and begin creating developmental items to close those gaps.
This document created a better dialogue between employees and their managers regarding performance, career aspirations, and establishing a strong development plan for each employee.
I have also had the opportunity to create an internal leadership university with the main focus to improve well rounded manufacturing leaders and create strong succession planning (click here for more details about this). The leadership university was launched by having management members conduct a self-reflection of what brings them joy in their work/life, think about their role model, and give them the opportunity to create their ideal job description. This information was later used to implement a development plan that aligned business goals with each employee’s career aspirations.
All development plans for middle and upper management members as well as high potentials were created using some of Korn Ferry's tools and resources. When appropriate, 2600 phrases for setting effective performance goals, a Paul Falcone book, and 88 assignments for Development in place were also leveraged.
In order to share my passion for people development, I created a training course that encourage a discussion about the importance, the process, and our role as leaders in establishing development plans for employees. The management team came out of this training with the necessary tools to have a dialogue with their employees regarding their development.