Learning is a Lifelong Experiential Process.
Each individual brings with them an array of different gifts, traits, beliefs, virtues and talents. Some of these attributes are specifically used for a particular job, as determined by the job description. Others are additional benefits, which individuals naturally bring with them.
One individual may have a gritty determination to see a job completed against all odds, while another seeks alternatives that offer an easier way. An opportunist may seize the moment and jump straight into a project, while a dreamer contemplates and visualizes the pitfalls or benefits ahead. An analytical thinker may devise a logical way to proceed. Which is why we strive to ensure that every team member understands the entirety of our learning and development pathways within the organization. It’s important every team member knows, “your success here ideally is a part of your success in accomplishing your broader life and career goals.” Our job is to ensure we provide the right resources to help you along the way. We desire mutual success of our team members and the organization at large. We firmly believe investing in our people is a big part of this mutual success. Core to the success of our work, are the people.
The Learning Organization
The value of individual and team learning and development is priceless to the productive and sustainable capability of an organization. This is the human capital component of the learning organization. For this reason, performance management systems embody learning and development as a continuous cooperative undertaking by all stakeholders in the organization.
We believe your Development Path is a journey. It starts even before you take the job, continues through the first 90 and 180 days; and culminates with annual self reflection and evaluation. PDP is a vital tool for personal growth and development because it helps individuals to set achievable goals and develop a plan to reach them. The process of setting goals and developing a plan helps individuals to identify their strengths and weaknesses, and to develop a plan to address areas where they need improvement. This process also helps individuals to focus their efforts and prioritize their time, which is essential for success.
Recently we posted on the importance of defining core competencies and how they represent the unique strengths and abilities that differentiate a company from its competitors. By identifying these competencies, employees can better understand the skills and knowledge that are most valuable to the company, and can tailor their personal development plans to align with these competencies. For example, if a company's core competency is innovation, employees may want to focus on developing their creative problem-solving skills or taking courses on emerging technologies. By aligning personal development plans with company core competencies, employees can become more valuable to the company and improve their chances of career advancement.
While writing a PDP is not an especially difficult task, it does require self-awareness and should be considered an iterative process and because we bring our whole selves to work, it is important to reflect on all aspects of ourselves as we assess our goals for the future. Without this self-awareness, it can be difficult to identify areas for improvement and develop a plan to achieve your goals. Knowing yourself allows you to set realistic goals that align with your values and interests, and to develop a plan that is tailored to your unique strengths and challenges. It also helps you to stay motivated and focused on your goals, as you have a deeper understanding of why they are important to you. Knowing yourself allows you to measure your progress effectively and make adjustments to your plan as needed.
Below are several tools to aide in developing a more robust personal development plan…
1. The Enneagram and MBTI
The Enneagram is really a intended as a tool for self reflection and discovery. Some companies use it for team dynamics (and at AV, we did too in the early days) but it’s better situated as a personal tool to aid in one’s development planning. We provide the Enneagram in the first 90 days of employment and it’s solely a tool for personal growth.
It is a personality typology that identifies nine distinct types, each with its own set of strengths, weaknesses, and motivations. The Enneagram can help individuals to gain a deeper understanding of themselves, their patterns of behavior, and their underlying motivations. By identifying their Enneagram type, individuals can gain insight into their core fears and desires, and can develop strategies for personal growth and development. The Enneagram can also help individuals to understand and communicate with others more effectively, as it provides insight into the unique perspectives and motivations of different types. Overall, the Enneagram can be a valuable tool for personal growth, self-awareness, and building more meaningful relationships with others.
Over the years, we shifted to using the Enneagram for personal growth and the MBTI for team health and cohesion. The Myers-Briggs Type Indicator (MBTI) is a personality assessment tool that can be used to improve team dynamics in the workplace. By understanding each team member's unique personality type, team members can gain a deeper appreciation for each other's strengths and weaknesses. This understanding can improve communication and collaboration, as team members are better equipped to recognize and accommodate each other's preferences and working styles. The MBTI can also help team members to identify potential conflicts before they arise, and to develop strategies for resolving them. Additionally, the MBTI can help teams to build a more diverse and balanced set of skills and perspectives, as team members are encouraged to embrace their natural strengths and work on improving their weaknesses. Overall, the MBTI can be a valuable tool for improving team dynamics, promoting collaboration, and achieving better outcomes in the workplace.
2. Defining Life Principles
Every person has values and principles that govern their lives - that help them in making decisions and in determining what matters for them. Often, an organization's collective values are the corporate values (which I wrote on previously as well). As you also assess areas of strength and even areas of focus for growth, it is important to think deeply about what matters most.
Colin Powell is well known for having shared his “13 Life Rules for any Future Leader” and as you work to build a life map and then development strategy for yourself, take some time to write out several principles that you feel govern you and your decisions and outlook on the world. And then come back to them annually as you reflect and refocus for the future.
3. Life-Mapping
Life mapping is about determining what things are most important to you in life and then putting a plan in place to prioritize what you have identified as important. Life mapping is about assessing where you are in life, identifying what is important to you, writing out a vision for who you want to be, and putting specific action plans in place to carry out your vision.
Once again, just like the Enneagram and the exercise around defining your life principles, writing out a life map will make the development of your personal development plan all the more focused on what you need to succeed at work and in life. because your goals in career and at your company should be informed by your broader targets in life. These steps have been adapted from Daniel Harkavy.
Step 1: What’s important to you?
Step 2: Choose what you would like to focus on/grow in
Choose 3-5 of the areas from step 1 areas that you want to prioritize over the next year. (Examples: Marriage, Finances, Health etc.)
Step 3: Write a Vision Statement for each Priority.
Define where you want to be in each of these areas 20 or 30 years from now. What do you see when you look into your own future?
Step 4: Make a plan for Growth using specific activities
The key question that you are answering here is What am I going to do in order to be? What will you do daily, weekly, monthly, quarterly or annually to grow in each of my priorities?
Identify 3-5 strategies/action steps that will help you grow in each area.
These should be written down as action plans that are measurable
Step 5: Begin to live out your life map
If you can’t enter these activities into your calendar, spend more time on this step. You need to be able schedule and track your progress and success. Each action plan must be quantifiable and measurable.
Step 6: Stay on Course
Read your life map weekly to assess where you are.
Step 7: Establish Accountability