Are you engaged at work?
Keys to Engagement at Work:
- Purpose, Feedback, and a Balance of challenge and skill are essential for flow.
- Purpose, Autonomy, and Mastery are key to motivation.
- Relevance, Results, Recognition are the antidote to job misery. Three Signs of a Miserable Job (anti-misery worksheet here)
When you know the essential skills for a job, you can identify learning activities to learn them.
After the basics have been mastered, a learning organization encourages further learning with a system that allows advancement with approved learning activities. Individuals are responsible for their own development, and document progress with a plan for learning.
Individual Development Plan
An Individual Development Plan is a tool to grow professionally. Individual Development Planning from Yale.
- Review job description (or an O*Net description) and list competencies or skills needed for the job.
- Target skills to develop.
- Determine your learning style.
- Select a learning activity to develop the skill.
- Determine a target date.
- Identify the support/authorization you need from others – supervisors, employers, coach, substitute.
- After completing a learning activity, fill out a Transfer of Learning Worksheet
- In-house courses
- Formal courses
- Online courses
- Reading books/journals that focus on a need or problem
- Giving presentations
- Participating in special projects
- Writing for publication
- Job exchange, visiting another workplace to study a procedure
Additional Reading on Engagement at Work and Learning Organizations
The Learning Organization at Wikipedia
Book: “The Learning Edge” by Cal Wick
Thanks to the Minnesota Voluntary Certification Program for the Transfer of Learning form.
The Art and Science of Giving and Receiving Criticism at Work from Fastcompany
Reviews: how often?
- Basics of Effective One-on-Ones from Manager-Tools.com- weekly or bi-weekly.
- “First Break All the Rules”-Ask how often they’d like to meet. If it’s once every three months, make a note of that preference, today’s date, the date three months in the future for the next review, and schedule that date in your calendar. Do this each time, and you’ll have done quarterly reviews.
More questions to consider:
- What things have made your job more difficult, and what needs to be done in the next year to increase productivity? –Performance Management
- Brand Autopsy-Always Measure Your Comparable Job Performance
See also: Set Work Goals