The 4 Stages of a Successful Personal Development Plan

  Living in America as a minority might be a  , predicting not only later school outcomes but also career and work options, economic stability, health, and social opportunities . Learn how to thrive in these changing time Mind ,body in soul.(

 

We can create a Personal Development Plan (aka PDP) framework. Nothing revolutionary compared to what we can already see on the market but We felt that this was missing in the cultural competence. The main goal of a PDP is to help the growth of each person.

 

A PDP framework is intended to help the manager to facilitate the discussion with the three prototypes within yourself. It’s a guide to set the Consultant on the right course when it comes to personal development. It is intended to replace recurring discussions within yourself.To a personal grow modal

 

What is a PDP?

 

It's a Personal Development Plan. It's a process designed to enable you to think about, and plan for, your own career development.

 

Engaging with a PDP will allow you to :

• Recognize the skills and abilities you/they are developing at work

• Recognize how these skills and abilities are transferable

• Identify areas you want and need to improve and develop

• Plan for your future career

Why is it important?

 

 

 

Who is responsible for a PDP?

 

It is the responsibility of the individual to create their own Personal Development Plan and the responsibility of the Manager to support/coach them in the process.

 

Where to start?

 

The number one priority of a PDP should be to focus on the skills needed in the current role before thinking of developing additional skills. Before working on new skills, it’s important to master the core role first as a baseline for your own development. For example, if the PreSales role requires strong technical skills but the individual is not of the level required for the role, it suits to focalize the PDP on improving this core skill first.

 

I developed a 4-step process that can be easily followed by you (PreSales Manager).

 

Stage 1: Set the right expectations

Stage 2: Self assessment

Stage 3: Define a personalized action plan

Stage 4: Agree on next steps and monitor progress

 

Stage 1: Set the right expectations

 

First of all, both sides, the individual mind ,body and soul should be on the same line regarding the goal of the PDP. The initial conversation between the three should be around expectations on each side to understand:

• The Direction: How they see the development plan going, what is the plan? (if there is one)

• The Motivation: What motivates the consultant to develop themself, do they have some personal/ professional motivation you were not aware of?

For example, you  may want to develop their career into a new role or get promoted into a senior position. Or you  may have a personal goal to do some long travel next year or to buy a house, which means that you don't want to take on extra other responsibilities at work for the coming months.

 

 

Stage 2: Self-assessment

 

The second step of the PDP is  to do a self-assessment. The goal of this second step is to:

• Identify gaps: between where the you are and where you  would like to go

• Build on strengths: explore progress from starting the role to now

• Recognize areas of development: areas of development can be different than gaps to fill. Someone could decide to focus on an area/skill where they are already strong but want to be even better, or realize that their gaps are not skill-oriented but behaviour-oriented.

For example, You may agree that you are at a plateau but have no idea what to do with that information.

Stage 3: Define an action plan

 

Time for creation and implementation of the Action Plan! At this stage the mind, body and soul  should know the areas of improvement to focus on. We strongly recommend not focusing on developing more than three skills/areas/behavior at once. You want to do things right and more than three will just spread/disperse the energy.

 

 

 

 

 

Stage 4: Agree on the next steps and monitor the progress

 

Defining an action plan (and tasks) is important but working on the tasks and actions agreed is as important. by giving guidance, sharing advice, providing coaching and support.

 

you should be accountable for the delivery of the tasks in the action plan in the timeline that has been defined. I recommend using this stage to reflect on the tasks that have been achieved, the impact in your  businesses, as well that are transferable into personal life.

Skills gained: Objection handling skills, communication skills