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 and Development Plans Are Not Just For Work.

  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. Transfer training to the workplace by identifying how you will apply it. Share what you learned with co-workers.

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


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 | Work Engagement Board at Pinterest

I seek to create order from the chaos of complex information. Join me at the Daily PlanIt to gain insights, inspiration, and information to increase skills for a better life. I unlock the power of teaching reading with phonics in the pursuit of literacy at In my spare time I explore books and movies, often choosing titles available on both screen and page.

Posted in personal development, work skills
6 comments on “Development Plan
  1. RazzBari says:

    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. employee job performance appraisals

    Using programming languages and markup languages (such as HTML) require some of the same skills, but using markup languages is generally

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  5. […] Comments Set Work Goals « Daily PlanIt on Development PlanSet Work Goals « Daily PlanIt on How to Make Goals Specific & MeasurableSet Work […]

  6. […] and feedback can be like balancing on a tightrope. Feedback and appreciation are both keys to engagement at work. We need to know how we’re doing. Though it can be difficult to listen to, at times we may […]

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