Why do we need a personal plan

Personal development planThis is how you advance your own development

Whichever method or combination of methods managers choose from the above tools: They can use the following process to structure their development process. The following steps can be used regardless of the specific development goal. The step-by-step approach helps to create a plan and to keep the orientation. However, the prerequisite for successful implementation is that managers can clearly state what bothers them and where they want to develop.

1. Formulate the development goal

This is easiest when the specific leadership behavior that is to be improved is named, i.e. not just an abstract success goal. It is helpful not to tackle several topics at once, but to focus on a behavior that is the cause of the disruptive feeling. The goal should be formulated in writing in one sentence. Example: "I want to learn not to be knowledgeable towards my employees."

2. Get feedback from outsiders

Feedback from outsiders can be obtained in informal series of discussions with people from your own environment who are not involved. These can be peers, superiors, customers or private contacts. The questions are best integrated into conversations that take place anyway, whether by phone, Skype or face-to-face. At the end of a meeting, the person should be addressed directly: “One more thing: I'm currently trying to improve my partnership building. Do you have two or three specific ideas what I can do to build stable external relationships? "

3. Create a list of options for action

Step two should be carried out regularly and systematically by managers for a month, and should receive feedback every day when the opportunity arises. All useful suggestions and options for action that are mentioned should be collected in a list. However, useless suggestions should not be noted down.

4. Prioritize options for action in a roadmap

This involves selecting two to three specific options for action from the list of suggestions. Managers should not try to implement as many ideas as possible, but rather focus on the specific changes in behavior selected. The prioritization should be done by feeling. The frequency of mention or the source of the proposal should not play a role in the selection.

5. Implement the roadmap systematically for three months

The implementation should be approached systematically. The manager should consider the occasions when the respective option for action can be used in a targeted manner. In time it becomes flesh and blood.

6. Follow up after three months

This is about asking people in their own environment what changes they have noticed recently. Managers can conduct this informal feedback in the same way as the feedback discussions in step two. It is important that the change in behavior is noticed. If not, the entire process should be repeated with other options for action from the list.