Update IDPs to Integrate Deliverables and Passions

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Development planning should always start with needs of the business. It is also key to look at the employees’ current skills and future interests.  We also know creating  a written plan is proven to increase the likelihood of acting on the plan. But this skeletal approach to development planning lacks the heart and soul of developing the full person.  I believe it’s time to update our concept of individual development plans (IDPs). Let’s shift IDPs to focus on integrating deliverables and passions in our personal and professional lives.

Integrating Work and Life: One of my least favorite questions is “What is your aspiration?” I will never forget when I was asked that question by our company president. I remember that my very first thought was, ‘I want to be a good mom.’ Then I thought, ‘Can I say that? No that won’t be acceptable. I better say I want my boss’s job.’ What was intended to be an engaging conversation became disheartening. It is perfectly reasonable for the president to expect a work related answer. It is also perfectly human to have multiple, sometimes competing, priorities that would be more insightful to discuss. What if we replaced “What are your career goals in the next 3-5 years?” with “What personal and professional milestones would you like to celebrate in 5 years?” Imagine how powerful it would be to have that insight and how rewarding it would be for employees to know you want to invest in their full life success. This new question also opens a discussion about  transferable skills and on the job learning. It may be hard for your finance manager to get exposure to online consumer behavior at work but easy to tap into through her gig job. It also opens up on the job learning to include volunteer jobs as well as our day job.

Deliverables vs. Door Signs: What if I had answered, “You know the first thing that popped into my mind is I want to be a great mom- which makes me really proud. I also want to continue to grow my career here and am particularly excited about integrating innovation and engagement in our HR practice.” It still doesn’t answer what I want the door sign on my office to read, but it tells you what deliverables excite me, which frankly is a lot more valuable. In our VUCA world (volatile, uncertain, complex, and ambiguous) we talk about needing change agility and adaptability but focus development on climbing an org chart. We know that 85% of jobs that will exist in 2030 haven’t been invented yet – which makes “the ability to gain new knowledge more valuable than the knowledge itself.” Identifying experiences that expand learning agility, organizational relationships, and problem solving skills provides both a richer and more realistic approach to employee development.

Passion vs. Plans: “Every day the spirits of millions of people die at the front door of their workplace.” This is the opening sentence of the Workforce article “Focus on Employee Passion Not Employee Engagement.” The article goes on to say that according to a recent survey from Deloitte, only 20 percent of people say they are truly passionate about their work. Their research found that passion is impacted by 12 organizational factors, job factors, and relationship factors. Instead of asking our employees to write up a development plan, what if we started by asking them to assess how well we are stoking their passion? Through a discussion about topics such as perceived autonomy, goal clarity, and connectedness with their leader we can get to the heart of what is impacting their passion and work together to refuel it. If I had been brave enough to share my true aspiration, and the leader had said he would love to hear more about my kids and my ideas about connecting engagement and innovation, it would have been a home run conversation.

Development planning is, and must be, a business exercise. Understanding the skills we need in the future and helping our team develop them is critical. Most development planning practices successfully outline what steps are needed. Unfortunately, most of those same plans are out of step with what employees want for their development. Asking questions like, “Here are the top organizational priorities. I am interested in knowing how you want to help us deliver them,” creates insights, excitement, and a sense of belonging. Let’s shift IDPs to focus on integrating deliverables and passions in our personal and professional lives. This will make them more valuable – and actionable- for our organizations and our employees.

 

 

 

 

Set a New Year Revolution vs Resolution

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At the start of the year many of us set our new year’s resolutions. According to the  article, Ten Interesting Facts New Year’s Resolutions, the most common resolution made is to exercise more (almost 40%!)  Unfortunately, about 22% of resolutions fail after about a week, 40% after a month, and 50% after 3 months. So why do we get back on the same hamster wheel year after year? Perhaps it’s time for a new cycle- a revolution vs a resolution. The word revolution has several definitions: (1) the action of going round in an orbit (2) the completion of a course (3) a sudden, radical, or complete change. Send 2019 into a new orbit with your own revolution.

Get wrapped around the axle. A common challenge with resolutions is that we don’t stop with just “exercise more.” We decide our real goal should be exercise more, be faster, get stronger, look better, and wear cuter exercise clothes. Sometimes the power of simplicity can power a goal to the end line. Pick one thing you want to improve on. Keep narrowing in on that idea until it is finite, measurable, and doable. Refine your “exercise more” goal to “I want to ride my bike 3 times a week for 45 minutes.” Now make that your thing.  Schedule around it. Post about it. Track the # of times you ride and for how long. No need to add miles or speed… just focus on the goal. Maybe your thing is to read one leadership book a month. Great! Same steps apply… and so can great results.

Complete a course. You may decide your course is a spin class or maybe it’s an online certificate. In either case building your goal around something with a clear beginning, middle, and end can be helpful.  A lack of timeline in the “exercise more” resolution is part of its downfall. How much is more? For how long? When have I achieved that goal? A key word here is complete. It’s ok to take six months to complete six online sessions. It’s also ok to knock through the same sessions in six weeks. The only right answer is what is right and realistic for you so that you can see it to completion. Then mark that completion with a celebration. Reward yourself for your hard work once you break through that ribbon at the end.

Change your perspective. Another definition of revolution is a fundamental change in the way of thinking about or visualizing something. This may be the way you think about exercise (Who would spin? Why would I get up that early? I just can’t do it), or the way you think about leadership (Who would believe that? Why would people follow her? I just don’t get why they don’t get it). Changing our paradigm is critical to achieving our goal. Franklin Covey has some fantastic resources on paradigm shifts. I love the quote they shared from Thomas Kuhn.  “All the significant breakthroughs were break-withs old ways on thinking.”  Challenging assumptions, listening and talking to people with different perspectives, and jumping in and trying something new are all steps we need to take to create our revolution.

In 2018 I set a goal to ride or run 2018 miles. I achieved that in December. I focused on my revolution. I completed all the class challenges at #addiction cycle, my spin studio. I got over myself and got up and did it. So what will be your 2019 revolution? Whatever it is, if you make it your central focus, commit to completing it, and are open for a change, you can meet whatever goal you set.