GuidetoEmployeeDevelopment

1©2016ITAPInterna0onal,Inc.AllRightsReserved.

CatherineMercerBingManagingDirector,ITAPAmericas,Inc.

CanWe….?

•  Iden8fyemployeeskillsandcapabili8es?•  Iden8fyemployeegapsorinterestsforgrowth?•  Encourageemployeestotakeresponsibilityfordeveloping

theirinterests?•  Freeup8metogiveemployeedevelopment

opportuni0es?•  Iden8fydevelopmentneedsacrosstheorganiza8onfor

groupsofemployeesandservetheseneeds?•  Encourageemployeetoself-iden8fyfordevelopment

opportuni0es?•  Leveragewhatemployeeslearnbyhavingthemshare

theirknowledgeandormentorotheremployees?

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ManagingDevelopment

•  Careerdevelopmentincludes:– Whatemployeesdo(jobdescrip0ons,func0onalcompetencies,performancemanagement,dialogaboutexpecta0ons)

– Howtheydoit(behaviors,emo0onalintelligence,360feedback,behavioralcompetencies)

–  Individualdevelopmentplans(IDPs)– Trackingprogressandperformance– Rewardingdevelopment

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TheStepsforComple8nganIndividualDevelopmentPlan(IDPs)

1.EmployeeDevelopmentalandCareerGoals:– TheemployeeshoulddraRhis/herplanthenmeetwiththesupervisor.

– Theemployeeandthesupervisorworktogethertofinalizethegoalsforsuccessfulperformanceintheemployee’scurrentposi0onandtheemployee’sshort-andlong-termcareergoals.

2.DevelopmentalObjec8ves:– Describewhattheemployeeneedstodothisyeartoworktowardshis/hergoals.

– Objec0vesdescribewhattheemployeeneedstolearninordertoreachhis/hergoal.

–  Iden0fyeachobjec0veaseitherC=Current;ST=shorttermandLT=longtermgrowth.

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TheStepsforComple8nganIndividualDevelopmentPlan(IDPs)

3.Determineamethodoflearningandalearning8meframe:–  Determinewhattypeoflearning/ac0vity/training/prac0ceisneededtoaccomplishalldevelopmentalgoals.ItcouldconsistofOntheJobTraining(OJT),classroomtraining,workingwithacoach,shadowingothers/vaca0oncoverage,cross-training,mentoringoracombina0onofmethods.

–  Iden0fytheproposeddatesfortheagreeduponapproach;es0matethecostoftheac0vity(ifany);trackthestatus.

4.ReviewandModifica8ons–  Theemployeeshoulddrivethereviewprocessbyreques0ngamee0ngwiththesupervisorandgivingperiodicstatusupdates.

–  Theplanshouldbereviewedwhenamilestoneisachievedand/ormodifiedinresponsetothechangingneedsoftheorganiza0on.

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SampleIDPFormat

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EmployeeName Posi8on/Title OfficePhone MobilePhone Email/OtherAddress

SupervisorName SupervisorTitle OfficePhone MobilePhone Email/OtherAddress

GoalsDevelopment(inCurrentPosi8on) Short-termCareerGoals(6mo.to1year) Long-termCareerGoals(2-3+years)

DevelopmentObjec8ves:Whatdoyouneedtodothisyeartoworktowardsyourcareergoals?(Pleaseiden0fyeachcareerdevelopmentgoalwitheitheraC=currentcareerdevelopmentgoal,ST=shorttermcareerdevelopmentgoalorLT=longtermcareerdevelopmentgoal.)

DevelopmentRequested(training,assignments,projects,details,etc.)

ProposedDates Es8matedCosts DateCompleted

SupportRequested:Whatsupportdoyouneedtoworktowardsyourcareerdevelopmentgoals?

PlannedAc8vi8es,Resources,other ProposedDates Es8matedCosts DateCompleted

Notes: EmployeeSignature/Date

SupervisorSignature/Date

SomeClarifica8ons…

•  Trainingiswhatisofferedbysomeone(classroom/webinar)/something(suchason-line)tofacilitateone’slearning

•  Learningiswhatonedoes(forexampleusingbehaviorsorknowledgegainedinatrainingprogramorthroughreading)

•  Developmentmaybetraining,onthejobexperience,workingwithamentororcoachorotherac0vi0es

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SampleAc8vi8esManagersCanCreate

•  Crea0ngrota0onal/bridgeassignments(fillavacantposi0ontemporarily)–  Jobshadowing–  Vaca0oncoverage–  Remoteassignments(atloca0onsotherthanhomeloca0on)

•  Co-partnering(e.g.,co-teamleading)•  Sednguplunchandlearn(aspar0cipant;aspresenter)•  Approvingconferenceaeendance•  Recommendingspecificcer0fica0ons•  Providingbusinesssimula0ons•  Givingyour“edgedwellers”avoice/plaiorm•  Iden0fyingthecuriousemployees.S0mula0ngthat

curiosity/openingthedoorsforinnova0on8©2016ITAPInterna0onal,Inc.AllRightsReserved.

SampleAc8vi8esEmployeesCanRequest

•  FINANCE:–  Manageaproject’sbudgettodevelopfinancialandbudge0ng

competencies–  Reviewthebudgetofaprojectthey’reworkingonandmake

recommenda0ons–  Proposeacost-cudngproposal–  Createfinancialstrategiesthataimatmaximizingqualityand

efficiency•  PROJECTS:

–  Takeresponsibilityforwri0ngorrepor0ngonprojectdeliverables–  Leadaprojectteam/manageagroupinwhichtheothermembers

havetheexper0se–  Leadaprojectthatrequiresinnova0on–  Leadadivision-wideprojectortaskforcethathaspolicyimplica0ons

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SampleAc8vi8esEmployeesCanRequest

•  PEOPLEMANAGEMENT:–  AssumeadivisionalliaisonrolewithHRonprocessesfor:

•  Outreachandrecruitment•  Managingpeopleissues•  Chairingaselec0oncommieeetofillaposi0on•  Servingasamentor•  Servingasaback-upcontactwhenthesupervisorisnotavailable

•  Speakatamee0ng•  Presentataconference•  Runforaposi0oninaprofessionalassocia0on•  Shadowoneoftheexecu0vesataboardorsenior

execu0vemee0ng

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OtherInteres8ngIdeas

•  Arrange,holdandfacilitatediscussionswithsupervisorsandpeers

•  Defendyourworkinafishbowlforum•  Createa“let’sseeifwecanbreakit”challenge•  Writeariskmanagementstrategyandcon0ngencyplansforyourproject

•  GetinvolvedwithdraRingamockcontract•  Seekopportuni0estogivepresenta0onspar0cularlytonon-specialistaudiences

•  Volunteertopar0cipateinCommieees,Taskforces,AdvisoryTeams,FocusGroupsorvolunteerforaSpecialAssignment(couldbeobserver,par0cipantand/orsomecollateralduty)

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OtherInteres8ngIdeas(con8nued)

•  Signupforvolunteerac0vi0esoutsideofwork(e.g.takeonleadershiporteachingroles)

• Offertoconductinforma0onalinterviews•  Takeaninternship•  Createan"affinitygroup"bybringingtogetheragroupofcolleagueswithsimilarintereststodiscussissuesandstrategies

•  Createareading/discussiongroupbyinvi0ngcolleaguestocometogethertoshareanddiscussrelevantar0cles(e.g.oninnova0on)

•  Providetrainingtocolleaguesonatopicorskillthatyouhavejustlearnedorhavemastered

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Summary

•  Onthejobdevelopmentac0vi0esmaybemoreeffec0vethansidngthroughatrainingprogram

•  Employeesarethemostlikelyonestoiden0fywhattheywantorneedtodevelop

•  Leadersneedtobeopen-mindedregardingwhatdevelopmentopportuni0esinterestemployees

13©2016ITAPInterna0onal,Inc.AllRightsReserved.

ForMoreInforma8onAbout…

•  DevelopmentAc0vi0es•  ITAP’sAlliance(GlobalConsul0ngGroup)Capability•  ITAP’sInstruments

–  CultureintheWorkplaceQues0onnaire™(CWQ)–  TeamQues0onnairesmeasuringHumanProcessInterac0ons

•  GlobalTeamProcessQues0onnaire™(GTPQ)•  Organiza0onalTeamProcessQues0onnaire™(OTPQ)•  Ac0onLearningTeamProcessQues0onnaire™(ALTPQ)

•  Other–  CharacteroramaAc0vi0esà–  Learn1ThingPortal–  TalentPoten0alAnalysis–  CybeHRApp

Contact ITAP at 1.215.860.5640

©2016ITAPInterna0onal,Inc.AllRightsReserved.

15

Building a Culture of Safety:

How cultural values impact attitudes about risk

and safety and what you need to consider to

ensure safety in your workplace.

1

© 2013 ITAP International, Inc. All Rights Reserved.

©2016ITAPInterna0onal,Inc.AllRightsReserved.

• TheCultureintheWorkplaceQues0onnaire™(CWQ)

ForIndividualsandTeams:

• GlobalTeamProcessQues0onnaire™(GTPQ)• Organiza0onalTeamProcessQues0onnaire™(OTPQ)• Ac0onLearningTeamProcessQues0onnaire™(ALTPQ)

ForTeams:

• E-StrategyMapper• TPQSeriesofTools• CybeHR

ForOrganiza8ons:

16 ©2016ITAPInterna0onal,Inc.AllRightsReserved.

ITAPToolsList…

ImproveYourTeam’sPerformance

•  Ordering a team assessment: q  Call ITAP to set up questions: 1.215.860.5640 q  Each team member will receive a link to the Team

Process Questionnaire™ (TPQ) q  The TPQ takes 20 minutes to complete q  The cost is $500 / team

Inquire about licensing the TPQ and becoming certified in using this or other ITAP tools.

17©2016ITAPInterna8onal,Inc.AllRightsReserved.

WhatPullsTeamsApart?

Toordercopiesofmybook…

©2016ITAPInterna0onal,Inc.AllRightsReserved.

Learn more about team success in Many Cultures, One Team by Catherine Mercer Bing (2015) Enter promo code OneTeam to receive 20% off from Technics Publications website, http://www.TechnicsPub.com

Catherine Mercer Bing Managing Director ITAP Americas, Inc. ITAP International, Inc. 353 Nassau Street, 1st floor Princeton, NJ 08540 USA (W) 1.215.860.5640 http://www.itapintl.com

19 ©2016ITAPInterna0onal,Inc.AllRightsReserved.