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Career Pathfinding: Individual Development Planning September 26, 2017

Career Pathfinding: Individual Development Planning September 26, 2017. Agenda. Defining your competencies Your Value Proposition Individual Development Plan. A Serious Strategy. Ready…Aim…Fire!!!!. Defining your competencies. Defining my Value proposition. Value proposition.

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Career Pathfinding: Individual Development Planning September 26, 2017

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  1. Career Pathfinding:Individual Development PlanningSeptember 26, 2017

  2. Agenda Defining your competencies Your Value Proposition Individual Development Plan

  3. A Serious Strategy Ready…Aim…Fire!!!!

  4. Defining your competencies

  5. Defining my Value proposition

  6. Value proposition

  7. SampleLeadership Competencies

  8. Individual Development Plan (IDP) • Your own personal plan to grow your competencies • You create your development plan based on your individual development needs and aligned with your career interests • It helps to accelerate your growth and connect you to resources that will support your development • It provides a developmental roadmap for you, your manager and/or your coach to guide your development • Includes clear SMART goals along with a timeline and identifies support & resources necessary to achieve the goals

  9. What is an IDP? • A tool designed to help individuals plan their professional & performance development • A plan that identifies short and long-term developmental goals that will help to move individuals from where they are to where they want or need to be • These steps build on individual strengths, improve job performance and enhance career growth NOTE: An IDP is NOT a performance improvement plan; goals and objectives or a dashboard – it is all about the INVESTMENT you make in yourself!

  10. Questions to consider… • Where am I now? • What do I value? • How satisfied am I with my current job? • How well does my job meet my needs? • If I wanted to make a change, what would it be? • How do others see me? How do I want to be seen? • What makes me happy?

  11. Questions to consider… • Where do I want to be? • Do I want to change my job? • Enrich my present job? • Develop new skills? If so, which ones? • How will I get there? • Which skills, knowledge and abilities do I possess? • What do I strengthen now for my current role? • What do I strengthen now for my future role?

  12. How do your write a IDP goal? Be SMART about it! • S – Specific– specifically identify what is going to be done (www) • M – Measurable– Identify how you will measure the success of your goal – quantify the results • A – Achievable– the goal should be realistic – something within your control that you are able to IMPACT • R – Relevant– should relate to your job performance, career or professional goals • T – Time bound– specific timeframe to accomplish the goal with milestones to track progress

  13. Who completes an IDP? • Anyone who wants to experience purposeful professional development

  14. Review of the IDP tool Identifying information Short-range – 1 to 2 years Long range career goals – 2 years plus Define the goal, the developmental activity/training, how it will be applied, completion date & status Agreement/approval of manager and your commitment – signature section at the bottom

  15. Resources to Support You • Internal training programs • Programs through your professional organization • Formal education • Mentoring opportunities • Shadowing • On-the-job training • Self-study • Coaching support • Stretch assignments • Internal or external experiences • Self-development through books/webinars etc. • Conferences • Structured interviews with content experts • Leadership books and articles

  16. What is the process? • You may chose to utilize the information provided during your performance review discussion • You may use information provided through survey’s or other feedback that you receive • You should align your IDP with your interest, skills and abilities. • Have a candid discussion with your direct supervisor regarding your development and include any additional feedback • Finalize the IDP and begin to engage! • Use your IDP for periodic discussions with your manager and/or with your coach (if you have one) • One-size does not fit all…everyone learns differently!

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