Edp Presentation

Managing Managing PerformancePerformance

July 2005July 2005

Development Development Planning Planning WorkshopWorkshop

Overview of Today’s SessionOverview of Today’s Session

Why do development planning? What is a development plan? Employee & leader roles in development planning Valuable tips How to write a development plan Strategies to overcome potential challenges Resources & Next Steps Questions?

Why Invest in Development?Why Invest in Development?

A Winning Business Strategy Requires Accelerated Development

Our organization is successful when employees have the skills necessary to meet both current and future business needs. Fundamental changes in the business environment require accelerated development of our skills, competencies and ability to adapt.

The success of our business strategy also requires the continual development of our skills and competencies so that we can effectively respond to the constantly changing and increasingly complex on-the-job challenges we face.

As key assets to our business, we want to ensure that our people have visible, meaningful and challenging development experiences to broaden their skills and to support their growth as business contributors and individuals.

Why Invest in Development?Why Invest in Development?Winning Partnership for Company and EmployeeWinning Partnership for Company and Employee

Employees:– Achieve more satisfaction

in our current jobs. – Make incremental

progress toward better job fit in current jobs: more opportunity to improve skills, enjoy work, value contributions, and engage creativity in problem solving.

– Make progress toward lifetime personal and career goals.

American Express:– Benefits from employees

who are more fully engaged and motivated to achieve their business goals.

– Develops a more qualified pool of internal candidates for open positions.

– Creates a competitive advantage for recruitment and selection of external candidates.

What is a What is a development plandevelopment plan??

It is: A process to identify competencies you need to

achieve your current goals and prepare for future assignments

A method to outline how you will develop those competencies

A way to identify your strengths and opportunities

An ongoing process, not an event

Development Planning: Basic StepsDevelopment Planning: Basic Steps

Conceive the result you want to create– Know where you want to go and what you are after

Take assessment– Compare where you are today against where you want to be

Take action– Create a draft development plan– Employee and leader meet to discuss and revise the draft and create a

final development plan– Employees implement the development plan with coaching and support

from their leaders– Leaders and employees continuously revisit and evaluate progress and

revise the plan as needed

Employee Responsibilities:Employee Responsibilities:Take OwnershipTake Ownership

Your development is your responsibility! – Actively seek development assignments, moves and

activities that are aligned with key business goals, improving your performance and achieving your career goals

Incorporate development into your daily schedule

Reflect on what you have learned from key experiences

Employee ResponsibilitiesEmployee Responsibilities: : Basic StepsBasic Steps

Prepare a draft development plan

Schedule a meeting with your leader to discuss and review the development plan. Ask your leader for the feedback and support you will need to implement the plan. Be open to your leader’s suggestions.

Revise the draft plan as needed after discussion with you leader

Implement the development plan

Update/follow-up with leader on progress of development plan

Employee Responsibilities:TipsEmployee Responsibilities:Tips

Be alert for unplanned development opportunities and take advantage of them. For example, new projects that may arise due to staff movement/changes.

Schedule time with your leader at least quarterly to review your progress and revise the plan as needed.

Ask for feedback and coaching.

Document your progress on implementing the development plan. Be sure to summarize your development accomplishments on the mid-year and year-end self-assessment forms.

The Leader should…….The Leader should……. Remind and positively influence the employee to prepare a draft

development plan and provide a due date

Review the employee’s draft development plan before the scheduled meeting

Meet with the employee to review and discuss the draft plan; provide insight on the competencies the employee needs for goal achievement and career growth

Review the finished development plan and keep a copy readily accessible

Design/source challenging development assignments and activities. Assign projects and tasks the employee that will help him or her meet development needs. Provide development opportunities: training, learning materials, and team membership

The Leader should……. The Leader should……. (continued)(continued)

Provide frequent feedback and coaching to assist the employee. Coach on current and future skill requirements

Meet with the employee at least monthly to review and discuss the employee’s progress

Ensure the employee has documented progress in achieving development objectives on the mid-year and year-end self-assessment forms

Writing your Development PlanWriting your Development Plan Use the Development Plan Worksheet to help you create your development plan

Past feedback

Goal achievement

Career growth

Patterns

Select competencies

Build on your strengths

Be specific

Sources :

• PMP/Leader feedback

• Customer/peer feedback

• Own reflections

• Tools like Talent Assessment, ESAT, LFP, other diagnostic tools eg Opinionnaire

• Skill/Technical assessments

Writing your Development PlanWriting your Development Plan

Use the Development Plan Worksheet to help you create your development plan

Development Plan Worksheet

List the feedback you have received in the last two years on your performance.

Feedback Sources (Formal assessments, Leadership Feedback Process, other feedback )

STRENGTHS OPPORTUNITIES TO IMPROVE

(1) What are the capabilities I have that

maximize my performance in my current role?

(2) What capabilities do I need to develop to maximize my performance in my current role?

Critical Competencies for Goal Achievement


(1) What are the capabilities I have that

position me well for the future? (2) What capabilities do I need to develop

for the future? Critical Competencies For Career Growth


Review all of the information you have and identify common themes in the two columns. Consider these questions: *Which strengths or opportunities come up again and again? *

Writing your Development PlanWriting your Development Plan The Development Plan Form documents:

What are the strength areas and the areas to be developed?

What will you do to develop this area?

How will you measure success?

When will you complete this activity?

What is your readiness level for this activity? And therefore what support you may need from your leader and other sources ?

Performance Management Process Performance Management Process Development PlanDevelopment Plan

•Development planning is part of the Performance Management Process in American Express

•A development plan needs to be completed up to 3 months after agreeing on your goals for the year; progress on development plan is recorded in your mid-year review and year-end appraisal

•The standard form for Development Plans can be found on AmexWeb/My Life and Career/Performance Management Tools, together with a complete guide on writing a good development plan

Development PlanDevelopment Plan2. Development Strategy: Focusing on the competencies that are critical to drive performance, define strengths and development needs and a plan of action. Agree on how your leader will provide support and direction through the performance year. Define any additional support that is required for each competency you want to develop. For detailed information about development planning and the blue box leadership curriculum, please see PMP Development Planning found on the Performance Management Website on AmexWeb.

Competency Strengths and Developments Areas

Action Plan Leader and other Support

It is a powerful motivator that makes us feel competent.

It pushes us to achieve more and more.It helps the company get the maximum return

on investment on development time and money.It is the best approach to pursue excellence.

When we focus on strengths and not just on weaknesses,

4 bullets Development activitiesDRHP (3-3)

Developing Based on StrengthsDeveloping Based on Strengths

Research shows that executives usually use a combination of three strategies for development:

1) on-the-job, 2) self and others, 3) coursework. Development plan syndrome - chartDRHP (3-4)

On-the-job activities: additional or different tasks performed throughout their work day.

Self and others: mentors, feedback, books and observations.

Coursework: classes and self-directed learning.

Development ActivitiesDevelopment Activities

The mix of development activities:

0

10

20

30

40

50

60

70

% o

f L

earn

ing

On theJob

Self andOthers

FormalTraining

Types of Development Activities

How development /learning happens

Actual activities onDevelopment Plans

DRHP (3-5)

Development Plan SyndromeDevelopment Plan Syndrome

Over reliance on training2 effects: 1) how learning happens; 2) actual activities on Development Plans

Development Planning:Development Planning:Potential ChallengesPotential Challenges

A common mistake: Focusing too narrowly on a single strategy for development. What usually occurs when we create Development Plans is that we focus on:

– 70% of our efforts on coursework, – 20% learning from others and ourselves, – only 10% from on-the-job activities.

We need to do the opposite!– 70% of learning from on-the-job activities– 20% from others and self, – 10% from formal training.

Research shows that successful development is accomplished through a combination of three strategies: 1. job-based activities: additional or different tasks performed throughout a work day2. others and self: mentors, feedback, reading books, observations3. coursework: classes, self-directed learning

Before recommending training as a development activity on your Development Plan, ask yourself the following two questions:

Is the performance gap due to lack of skills,

knowledge or attitudes?

Will you be able to perform optimally if

you really needed to or had no alternative?

YES

YES

Training could be the solution

Training is NOT the solution

Ask 2 questions - 1) lack of KSA? 2) employee want to do so? DRHP (3-6) Focusing on high performers as well

Over Reliance on TrainingOver Reliance on Training

COMMON PITFALLS WAYS TO OVERCOME THEM

1. Excessive focus on

opportunities to Improve.

Developing based on strengths.

2. Over reliance on training. Finding the right mix of

development activities.

End of the Development Planning module. Go to Coaching and FeedbackDRHP (3-8)

Summary ofSummary ofDevelopment PlanningDevelopment Planning

Strategies to Overcome Potential Strategies to Overcome Potential Development ChallengesDevelopment Challenges

Achieving More Immediate Results: Examine your expectations and timeframes

(remember that real development often does not take place in a short time span)

Examine your planned development activities; are you focusing on too many things? Are they too broad or complex? Narrow your activities and relentlessly focus on the ones with the most value or potential impact

Consider ways to better leverage your existing strengths, rather than attempting to build new ones


Gaining Support for Your Development Expand your circle of personal and professional

contacts; the larger the number of these contacts, the greater.

Involve yourself in professional and local organizations, other info sources for development opportunities outside of the work environment

Hold yourself and your leader accountable to have meaningful discussions on your individual development needs and commit to periodically reviewing and updating your plan


Managing Procrastination and Apathetic Tendencies Realize that “the development you take is equal to the

development you make” Take ownership for your development, pursue it actively

with your leader and colleagues – treat your development as though your future career opportunities depend on it

Prominently display your development plan to help keep it top-of-mind

Review your activities near the end of each work day to see which ones are related to your development

Periodically record and assess your progress – reward yourself for your commitment

Valuable TipsValuable Tips for Employeesfor Employees Put your development action steps on your daily “to do” list

Visualize your goals with a clear picture of success

Find something you can learn from each person with whom you work

Do one thing every day, even if a small step, to move toward your goals

Make sure the goals are yours, not what others want for you

Other ResourcesOther Resources

Where to go to get additional information and resources related to development planning:

•AmexWeb under “My Life and Career” link (https://central101.intra.aexp.com/portal/site/amexweb/?epi-content=CMU&cmu_page=32003&format=leftmidwithoutcolor&leftnav=false)

•Learning system on eHR

•GlobalTr@ck

•Your local Human Resources Relationship Leader

Next StepsNext Steps•Begin today!

•Prepare a draft plan using the tips you just learned

OR

•Review your current plan against the information provided in this workshop

•Schedule a meeting with your leader/direct reports to discuss your/their development plan and progress

•Commit yourself to ongoing development activities, and regular follow-up conversations with your leader

Questions?Questions?