Whose responsibility is it for Professional Development Planning?
- HR?
- Your boss?
- You?
In today’s fast-paced and ever-evolving environment, having robust Professional Development Plans is not just a nice-to-have – it’s a necessity. It’s critical to equip your team with the skills and competences they need to perform in their current role, and to ready them to play even bigger roles in the organization. And it’s even more critical for you, as the leader to have a Professional Development Plan.
However, when support from the organization is lacking, the onus falls on you, the individual leader to proactively shape your own development path. After all, it’s your career, and indeed your life.
If you find yourself in this situation, without a Development Plan, stop waiting – create your own. In a few hours, by doing the following, you can create a simple plan to take charge of your learning and development to stay ahead in your career.
1) Articulate a 10-year Vision for your Career:
Write down your vision of where you see yourself in 10 years time. You don’t need to share this with anyone, so be open and honest with yourself, even naming “elephants in the room” such as having your boss’s job (or his/her boss’s job) or even joining another organization.
2) Set Clear Personal Development Goals:
In line with your vision, define what you want to achieve. Setting clear, actionable Goals helps you focus your efforts and measure progress. Start by asking yourself:
- What skills or competencies do I need to advance in my career?
- What areas of my leadership could use improvement?
- What are my long-term career aspirations, and what skills do I need to reach them?
Start with just 3 or 4 Goals so that your plan does not become overwhelming.
3) Create a Personal Development Plan
A structured plan can guide your learning journey and ensure that you stay on track. Use the following template to outline your plan. For each goal:
- Actions: List specific steps you’ll take to reach your goal (e.g. attending a course, reading books, attending a course).
- Timeline: Set deadlines for each action step.
- Resources: Identify what resources you will need. Then, find out from your organization what’s already available. And take initiative to find and utilize various learning resources outside of your organization. Some practical options include:
- Online Courses and Webinars: Platforms like Coursera, LinkedIn Learning, or Udemy offer a range of courses on leadership and management.
- Books, Articles, Podcasts, Videos: Stay updated with the latest trends and issues in your field.
- Networking Events and Conferences: Engage with peers and thought leaders to exchange ideas and learn from others’ experiences.
4) Engage a Mentor:
A mentor can provide valuable guidance, feedback, and accountability. When selecting a mentor, consider:
- Who has the experience and knowledge that aligns with my goals?
- Who can offer honest, constructive feedback?
Set clear expectations with your mentor or coach about what you hope to achieve and schedule regular check-ins to track your progress.
And of course, find a coach! This is an invaluable investment in your development.
5) Reflect and Adjust Regularly
Self-reflection is crucial for personal growth. I strongly recommend using a journal to reflect on your daily and weekly progress. Ask yourself:
- What have I learned from my recent experiences?
- What challenges have I faced, and how did I overcome them?
- Are there new skills or areas of knowledge that I need to focus on?
By consistently reflecting on your development, you can stay aligned with your goals and adapt to any changes in your career or industry, and your unique life circumstances.
Once you have completed your plan, share it with your boss for feedback and guidance. Chances are, they will be impressed with your initiative in taking charge of your development. Make sure to be clear on the support you need from them (but don’t worry if you don’t get it – just keep moving ahead).
Proactively shaping your development will not only enhance your leadership capabilities, but will also open doors to new opportunities and achievements that are meaningful to you and of value to your organization.
And then, do the same for your team. Make sure that they each have a robust Professional Development Plan, for your success is dependent on how they perform.
