Development Plan

Are you engaged at work?

Keys to Engagement at Work:

  1. Purpose
  2. Feedback
  3. Recognition
  • 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)

Basic Skills

When you know the essential skills for a job, you can identify learning activities to learn them.

Beyond Basics

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.

  1. Review job description (or an O*Net description) and list competencies or skills needed for the job.
  2. Target skills to develop.
  3. Determine your learning style.
  4. Select a learning activity to develop the skill.
  5. Determine a target date.
  6. Identify the support/authorization you need from others – supervisors, employers, coach, substitute.
  7. After completing a learning activity, fill out a Transfer of Learning Worksheet

Learning activities:

  • Workshops
  • 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
  • Coach/tutoring
  • Job exchange, visiting another workplace to study a procedure

Recognize Accomplishments

Recognition and appreciation is the number one thing employees want. Provide Rewards for learning accomplishments.

Additional Reading on Engagement at Work and Learning Organizations

Top 10 Things Employees Want

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 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:

See also: Set Work Goals

6 comments on “Development Plan

  1. Great post! I kept pulling out links to send to our HR person, and finally gave up and sent her a link to the whole thing.

  2. Pingback: employee job performance appraisals

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