Effective Meetings - Part Two

Hi, Absolutely love your Podcasts.

Hi,
Absolutely love your Podcasts. The Material is Spot-On.
You have eluded to Developing your People, especially using time in One on Ones for this activity. I believe the "Second most important Manager Tool" is a Living Development Plan for all your people.
I'd love to hear your thought on "Development Plans", I'm sure it would fill MANY Podcasts.
My thought's are they are NOT a once a year thing, they should be looked at at least once per month if not more often.......I use a one page bullet type approach, developed by a Manager of mine during my time at HP/Agilent (Colin Campbell).
I have attached a Generic Development Plan below.

Again congratulations on a GREAT Series of Podcasts and the supporting material on the web site.

I am thinking of setting up a weekly session with my fellow Managers, to listen to your Podcasts - then discuss how we can take these ideas and implement them in our Division............
Keep up the great work......I hang out for Tuesdays (Australia time) for the next Podcast........Keep them coming.....

Guy Pilens
Group Leader
3G R&D
NEC Australia (Melbourne)

Generic
DEVELOPMENT PLAN

The following Development Plan has been designed for the coming year.

It is important to distinguish between work objectives and personal development objectives.

Work objectives are the specific major assignments or projects which the employee and manager agree to accomplish in the coming year. Personal objectives are those agreed activities, which will improve the effectiveness of this employee to achieve objectives and/or to increase the employee's general abilities.

The Development Plan should reflect the skills/ competencies required to perform the role successfully both now and in the future.

Personal Development Objectives / Behavioural Skills
Objectives (including measures and time frames)



Work Objectives / Technical Knowledge
Objectives (including measures and time frames)



Organisational Objectives
Objectives (including measures and time frames)



Development Plan Questions and Notes
Futures:
1. What key skills would make a difference to my work in the next six months?
2. What key technical or domain knowledge will I need to do my job over the next six months?
3. What sort of role would I like to be doing in the organization in six months time?
4. What are the tactical/project things that are clearly part of my role in the next six months?
5. What are the organizational things I would love to have a hand in?

Think out of the box, and take the helicopter view. If we know what part of the future looks like, we can start plotting part of the road there.

Checks (for you the staff member to consider)
1. The Development Plan is owned by yourself. Check that it reads that way to you.
2. Clear tasks or measures have been set against each objective in the above three sections.
3. The set Objectives can be achieved, are relevant and are measurable.
4. You should document your achievements against each objective on this plan as you reach them.

Best Practices (for staff member and supervisor to consider)
1. Development Plans must be tailored to the individual.
2. The upkeep of the Plan is a joint effort between the staff member and their supervisor.
3. Your Development Plan should be reviewed as often as possible, perhaps monthly, but at least every six months.
4. Keep your Development Plan as a desk top icon, or readily accessible in some way. You will want to refer to it regularly.

Guy- GREAT post, and thanks for the

Guy-

GREAT post, and thanks for the kudos. I am sorry it took me so long to get back to you - kept wanting 15 minutes and wasn't getting it.

You are EXACTLY right. The Development plan you have shared is very much like the ones we recommend. I usually put work goals first, but this is quibbling. My experience suggests that if you don't have SOMETHING to keep on SOME track of development, you end up grabbing at all the hot topics or emergencies that seem to invade day to day work life. We recommend reviewing these monthly; even if you're off track, the discipline means you'll end up in a much better place in 12 months.

Don't get worried about our latest cast, about resumes. We don't want your team to leave - but you'll see that it's about capturing one's successes - the ones that a development plan will increase the chances of.

Send us a picture of you guys in a meeting listening to a cast - I'll see if I can't get Mike to post it on the site.

All best,

Mark

Thank you so much for the

Thank you so much for the Meeting Agenda Template. I am sure it will improve the effectiveness of our meetings.  Meetings won't be a waste of time anymore, because we will follow an agenda and keep the meeting moving in the right direction and stay on task.

Thanks again!

Meetings are not only one of

Meetings are not only one of the most important ways for employees to communicate within organizations, but they're also the way that teams get their work done. Although individual team members work on tasks outside of meetings, team meetings give members the opportunity to come together to determine the team's goals, its plans for achieving its goals, and who will do what — and when. -Garrett Hoelscher