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1、Development Planning Tools to help create an actionable development plan:Overview Career Development Points to consider when development planningPlanning guideSample development plan templateTips on determining developmental actionsPreparing for developmental discussions Career Development Explorati
2、on understanding where you want to take your career and why.IWhat do I want (skills, passion, what motivates you); what are the possibilities?IWhat is the direction of the business?Conversation how you effectively talk about aspirations and opportunities.IHow to ask for help?IHow to provide perspect
3、ive? Navigation putting a plan together to get where you want to go.IWhat do I need to do to put myself in the best position to take advantage of opportunity?IHow can I support someones ambitions without taking ownership?Activation taking the time and making the effort to move it forward. IAm I doin
4、g the right things? Is it working? What else can I do?IHow can I coach? Development planning, or what is called on this page Navigation, is best done in the context of Career Development. Career development is set of activities geared toward helping individual employees meet or exceed their aspirati
5、ons in line with the needs of our clients and the agency. These activities can be thought of in four buckets as shown below. 1. Exploration2. Conversation3.Navigation4. ActivationThe following material will concentrate on navigation and includes tools to help thoughtfully plan for development.3Devel
6、opment Planning: Points to considerFocus on:Providing employees with the tools to accomplish current/ stretch objectives Making available the opportunity to meet aspirations, preparing individuals to take on more responsibilitySelect 2-3 Development Priorities that are:Jointly agreed toRelevant to c
7、urrent/ future business goalsRecognize the 3 variables to work with when creating a developmental action plan: Scope of the role (managing others, diversity of population, working cross borders)Content of the assignmentContext of the situation (risk factors, regional boundaries, political environmen
8、t)Create a plan so that:Each priority is composed of specific action stepsResources, target dates, and expected outcomes are identified for each action step4Specific actions to be implemented and reviewed over next 12 months:Target role(s) 3-5 years out:Career Development Plan Use the following appr
9、oach to help organize and prioritize development actions: What actions will help an individual reach their career aspirations? Start from the longer-term horizon (career aspirations) and work backwards.CurrentMid-termLonger-term132Development Planning GuideDevelopment Priority(s) to address: Specifi
10、c learning or experiences to be gained:What do I want feedback on? Potential Assignments/roles targeted in the next 1-3 years: How I can show I am ready?What do I want feedback on? What do I want feedback on? 5DateDirection for development:Development PriorityAction StepsDevelopment PriorityAction S
11、tepsResources NeededOthers Needed(Buy-In Involvement)Target DatesOutcomes/MeasuresThis template is designed to help an employee work directly on a need or competency that may further a career. Creating an individual development plan will help to:Set a direction for development improve in current rol
12、e, be ready for next assignment, experience needed for long term aspirationIdentify an individuals specific development priorities Decide on the action steps or real experiences to take in order to implement the planTargeted Development Plan 6Development Activity SuggestionsAvailable at https:/ 7Dev
13、elopment Activity SuggestionsAvailable at https:/ 8Preparing to Discuss an Employees CareerAs you support your employee in creating a plan to obtain their career goals, ask yourself the following questions:How have I navigated my own career? What steps did I take? How was this beneficial to me, the
14、client, the Agency?What does my employee need to do to be most successful in their current role? Have I given them feedback as it relates to this? How was the feedback received?How will I feel and what will I say if my employee tells me that they want to leave my department, area of expertise or, if they tell me that they want my job some day?What am I willing to do to support them? What am I not willing to do and why?
