Development Planning
A clear and motivating development plan is typically the output of one of our assessment or development interventions. Our approach is therefore based on the rich information provided by interviews, psychometrics and other data such as 360 degree feedback or simulation data. We involve the line manager, where appropriate, and our focus lies on creating the maximum value from the integration of the various types of information.
Our approach begins by prioritising the areas for development. We do this by first exploring the individual’s aspirations, and identifying the gaps that exist. We then prioritise these in terms of impact on current role, extent to which development is required and criticality in any future role. Wherever possible, we seek to capitalise on current strengths.
We then move to identifying specific actions which will accelerate development.
Wherever possible, we focus on commercial tasks and challenges that will deliver value to the business and reinforce the individual’s ‘hard’ skills at the same time as developing ‘softer’ skills.
We also seek to quantify the development wherever possible, in terms of benefit to the individual and the organisation. When clarifying and shaping development plans, we explore the individual’s learning style and likely range of options in their work place. Setting the level of challenge high enough whilst being achievable is essential to ensure the plan is motivating.
Responsilbities and timelines are firmly agreed, as well as building in checks at key milestones. This keeps the individual focused, allows the development plan to be updated if appropriate and keeps development at the forefront of the individual’s mind.
Infineum
We deliver a development centre following by development planning based on the feedback from the centre. We work with the individual and line manager to prioritise the feedback and to establish clear actions and responsibilities. The individuals are encouraged to take ownership for their own development plan, and to capitalise on the support and expertise within the organisation. This can involve peer-coaching as well as identifying and taking on specific projects to develop areas of expertise.
We maintain our contact with the client for 6 months after the development centre, which helps maintain momentum as well as allowing for formal review and updating of the development plan.