It is that time of year – Talent Review is mostly over, and Year-End Performance Management Conversations are next. That means it is time to think about development because your people will ask, “What’s next?” So many leaders FEAR this question – because they know they do not have an adequate answer. The challenge many organizations face is keeping people engaged, performing and growing so that they and the organization are ready for the future.
Development Plans vs. PIPs
Sadly, most managers are better equipped to write Performance Improvement Plans, PIPs, than Development Plans. Development Planning is a very underdeveloped skill, and with it limping around – so will your people. When individual development is stunted, so is your organization’s growth.
If you have talent you want to retain and grow; then Development Planning is the way to go! Scale it – and make sure everyone is equipped and engaged to develop themselves and others. Achieving that takes more than an HRIS system, a career pathing program, and a competency map. It takes authentic feedback conversations, self-discovery, and planning.
Personal Change is Key to Growth
Effective and meaningful development planning focuses on personal change. Pushing individuals to grow themselves means “showing up” differently and demonstrating new behaviors that produce more remarkable results. For individuals, growth enables the opportunity they crave; for organizations, it means having talent ready to enter new and open roles. And now, no one fears the question, “What’s next?”
Our GrowWise Program takes the burden of Development Planning off the organization because it empowers individuals to take charge of their growth. Through self-discovery, individuals identify their best development focus, create a meaningful development plan, and get growing. Just get everyone signed up, and the development work begins.
Let’s talk, and we can share our unique and differentiated GrowWise Experience.