Personal Development Through Performance Management
January 20, 2016
At ME3 Training and Development, we are committed to ensuring that we can provide training and development to allow employees to do what is needed to reach their potential. We develop customized solutions that are relevant and applicable to the growth of employees and organizations.
It is that time of year again when employees need to document a process what they plan on accomplishing in 2016. In my experience, this is a cause of some stress due to the fact that we struggle to "document" what we do…and then hope we can convince the managers that we actually accomplished the goals.
At ME3 Training and Development, we focus on the Personal Development aspect of the Performance Management Process. Where employees have the ability to put tangible expectations in writing and control how to accomplish them.
Let's address a suggested process:
AS the Employee:
Develop a list of the skills you feel you have. What are you good at? What would you be proud to tell others you can do? What does the organization count on you for? What have you been educated on?
Take inventory of the skills you need in the job you are currently doing. Where are you falling short? What do you see others doing that you are not? What skill do you need to advance that you currently do not have?
Develop a Gap Analysis:
What skills do I have? Which ones do I need or want?
Research where you will find solutions to your gaps.
Your first item in your Personal Development Plan will be to list those "Gap Closers"
FOR the Manager:
Your manager should do the same. Prior to your development of gaps, ask your manager to also develop a list of where you are currently in the working process…and where they think you should be.
Your manager should want to see you succeed and will therefore, work with you in developing a plan that is a win/win for you, the manager and the organization.
This is a very critical step in the planning process. This should not be a technology discussion where emails with the gap analysis is just passed back and forth. ME3 Training and Development suggest the following:
Set up a meeting for at least one hour;
Find a face to face location that is free from interruptions and private;
Set an agenda for what you want to address with the manager;
Be prepared to defend your actions on what you want to develop;
Do not be defensive when your manager provides feedback. You asked for their opinion on your gaps, make sure you give them the respect to hear what they have to say;
Ask questions if you need clarification or disagree;
Develop a walk away plan that you both agree with;
Ensure that you are developing plans with the SMART criteria;
Set up periodic feedback sessions to ensure you are progressing at an agreeable timeline.
At ME3 Training and Development, we can offer customized solutions that will aid in the development of personal goals. We can offer workshops on:
Identifying your gaps;
Developing a workshop on asking and providing feedback;
Providing workshops specific to your teams.
Please contact us to schedule a free consultation at: