Planning Your Own Development

1. Establish the Purpose

Can you answer the following questions?

• Do you know where you want to be 5 to 10 years from now?
• Do you know what the next steps are?
• What or who can help?
• What can hinder your progress?

2. Identify Your Development Needs

A SWOT analysis can help you to highlight areas for development.  There are also various personal psychometric tests available which can identify particular characteristics and traits. You can discuss your performance and development with colleagues, line managers or a external coach and mentor.  The coach / mentor should be able to help you to reflect and plan, as well as assisting you to evaluate your own strengths and weaknesses.

3.   Look at Development Opportunities

4.   Formulate an Action Plan

Set SMART objectives and use a simple Personal Development Plan (use our template personal development plan) to keep you on the right track.

5.   Undertake Development

Whether the activity is an in-house or an external development programme, the bottom-line is it is all down to you.  But remember, there is a lot of help available externally.

6. Assess the Impact

You may find it useful to a keep a daily management log.  This is a record not only of important events but also a reminder of the particular rationale on decisions made.   The log also helps to keep details of any creative thinking or ideas you may have.  This helps you to remain focused on the main tasks / events and can be used as a way to review the effectiveness of self-management.

Notes

SWOT Analysis

A SWOT Analysis is a very effective way of identifying your Strengths and Weaknesses, and of examining the Opportunities and Threats you face. Carrying out an analysis using the SWOT framework not only helps you to focus your activities into areas where you are strong and where the greatest opportunities lie but also to identify where development may be needed. If you wish to perform a SWOT analysis on yourself, team, organisation, or even your competitors, you can find an example framework in the Knowledge Bank on www.lifetimetraining.com

SMART Objectives

SMART objectives are;

• Specific - Objectives should specify what they want to achieve
• Measurable - You should be able to measure whether you are meeting the objectives or not.
• Achievable - Are the objectives you set, achievable and attainable?
• Realistic - Can you realistically achieve the objectives with the resources you have?
• Timed - When do you want to achieve the set objectives?

A detailed guide to appraisals and setting objectives can be found in the Knowledge Bank

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