Implementing a development plan

1. Implementing a development plan Purpose • Discuss career/life desires (what are their goals, plans and what do they want to achieve) • Coach and create opportunities for career development • Identify and discuss key strengths and development areas • Build strong engagement and high performance • How the employee can excel in their current role (skills and satisfaction). What do they need to be successful? • What are the competencies they need to demonstrate? (refer to job description and performance review) • How can you help them to build their personal brand/profile (internal and external) • How can you help them to take the next step (current role, lateral, upwards, external) What should I focus on? Key questions to ask or reflect on • Consider what you observe as their key strengths (2-3) and development areas (2-3) in their current role? • How do their strengths contribute value to: dmg, clients and listeners? How can you further optimise these strengths? • Are there particular skills the individual needs to develop in their current role? What actions can you take? • Is there a way to use highlighted strengths above to help with development areas? • What actions/learning experiences can optimise strengths and address development areas? • What skills or experience do they need to develop and demonstrate for their next career step? • Are there people internally or externally who can mentor and support their learning experience? • How often will you meet to discuss feedback and review their development plan?

2. Development plan