2014 personal development ppt

Personal Development

Where Are You in Your Garden of Life?

Fred Herman said, “When you’re green your growing- when you’re ripe, you’re getting rotten!

1. Develop the organization to meet its mission

2. Measure individual and organizational performance

3. Link training and development to business outcomes

4. Set Clear Expectations – Establishing Measures that are compatible with organizational goals, and focusing on the “critical few”

4

Have a better understanding of who you are:

Gain insight into personal capabilities

Identify strengths and gaps

Begin a process of self-management and self-development

Construct a personal development plan

Accentuate strengths and minimize areas of potential weakness

5

Development ProcessDEFINE SUCCESS

Identifying Organizational Needs

SELF MANAGEMENT

Goal Setting

Implementing a Development Plan

EVALUATE PROGRESS

Measuring SuccessRefining Plans

SELF AWARENESS

Understanding StrengthsAnd Weaknesses

6

Personal Development

The ability to develop and display your desired competencies is the result of many factors working together.

Innate capabilities(natural ability, personality)

Learned capabilities (knowledge, experience and skills)

Aligning personal capabilities with organizational demands

Personal development requires:

Capitalizing on areas of strength

Managing areas of potential weakness

Continually growing your capabilities

7

Aligning Personal Capabilities with Organizational Demands

1. Convene a focus group of top managers & top performers

2. Defined what success looks like

3. Identify the behaviors and competencies necessary for success

4. Develop a competency model

8

What is a Competency Model?

A competency is defined as the underlying sets of skills, knowledge, personal characteristics and abilities needed to effectively perform a role in the organization and help the business meet its

strategic objectives.

The combination of these factors lead to defining superior performance and excellence.

9

Sample Sales Competency Model

Innovation Generating novel and creative solutions to problems that will result in improved performance, better outcomes and higher productivity.

Decisive Judgment

Making good decisions in a timely and confident manner

Adapting to Change

Adapting to changing situations and restructuring tasks and priorities as changes occur within the business and organization.

Negotiation Identifying the needs and motives of both parties involved and working toward mutually beneficial solutions and agreements.

10

Competency Model (cont.)

Planning &Organizing

Effectively organizing and planning work according to organizational needs by defining objectives and anticipating needs and priorities

Delivering Results

Maintaining a high level of commitment to personally getting things done.

Customer Focus Committed to exceeding the customer’s needs, understands the customer’s perspective and uses customer feedback to improve individual performance.

Resilience Effectively dealing with work related problems, pressure, and stress in a professional and positive manner.

11

Competency Model (cont.)

Team and Collaboration

Effectively working and collaborating with others toward a common goal.

Influencing and Persuading

Convincing others to adopt a course of action.

Relationship Management

Developing and maintaining positive relationships with individuals outside their work group.

Functional* Acumen

Having the skills, knowledge and abilities necessary to be effective in the specific functional content of a sales consultant.

12

Personal Development

DEFINE SUCCESS

Sales Consultant Competencies

SELF-AWARENESS

ASSESS Personality

We are here

13

Your Developmental Feedback

Personality can help you understand the underlying “why” of your behavior.

Personality can impact how you use your other capabilities (knowledge, skills, etc.) in a positive or negative way.

Personality can impact how you develop and display desired competencies and behaviors.

14

Using Your Feedback

Some of you may have been surprised by your feedback.

There may be “blind spots” of which you were unaware

As you review your Assess report again, consider:

Is this important to me?

Do I need to change?

Remember, change is a process that has a natural progression.

Denial

Resistance

Exploration

Commitment

To successfully change, you need to pass through all four phases.

Reading a Personal Development Report

Look for areas of natural fitWithin competencies

Across competencies

Identify areas of weaker natural fit

Within competencies

Across competencies

16

Competency Information

Graphic shows those personality characteristics which might help or hinder the display of the competency.

The colored boxes will help you identify areas of strength and areas for potential development.

The narrative will discuss how your personal characteristics might impact your behavior.

17

Development Suggestions

The report provides suggestions for managing any characteristic which falls outside the desirable range on one or more competencies.

18

Take time to review your developmental suggestions

Paragraph about the behavior

Activities you can begin to implement

Books, multimedia, online learning and public courses

Look for behaviors that impact more than 1 competency

Get more “Bang” for your developmental efforts

Personal Development Goals

What are the one or two key things you have decided to do work on?

• These do not have to be major changes, but tweaks that will make you more successful

Examples:

• Speed up my decision-making process

• Manage my tendency to over react to criticism and stress

• Improve communication with other departments

• Listen and be open to others’ feedback

Making It Happen

Meet with your coach/manager to review your Assess report

Gain insight with the aide of your coach/manager, peers and others that know you well

Finalize your personal action plan (with dates and specific action steps)

Act on your plan (check progress and make changes if it doesn’t seem to be working)

Meet with your coach/manager regularly for insight and feedback

Improving Never Ends!

Every day you may make progress. Every step may be fruitful. Yet there will stretch out before you an ever lengthening, ever

ascending, ever improving path. You know you will never get to the end of the

journey, but this, so far from discouraging, only adds to the joy and

glory of the climb.

Sir Winston Churchill

1874-1965