How do you involve employees in co-creating and owning their own development plans and pathways?

At its heart, the process is simple. Ask employees what they want to be when they grow up. If they don't know, then work with them to identify their true interests and passions.

> Conduct career visioning sessions where employees identify their strengths, interests, and long-term goals. This empowers them to take ownership of their desired career path. > Hold regular one-on-one meetings with managers to discuss development plans. > Employees take the lead in proposing learning opportunities and career aspirations, while managers offer guidance and resources. > Formalize development plans with clear milestones and success metrics. > Both employees and managers are accountable for progress, fostering a sense of ownership and shared responsibility.

To foster employee involvement in co-creating development plans, initiate open dialogues to understand their aspirations, strengths, and areas for growth. Encourage self-assessment and goal-setting, allowing employees to identify their developmental needs. Implement a collaborative approach, where managers provide guidance and support rather than dictating plans. Facilitate regular check-ins to review progress, celebrate achievements, and adjust plans as needed. Encourage feedback loops to ensure continuous improvement. By empowering employees to actively shape their development pathways, a sense of ownership is cultivated, fostering engagement and alignment with organizational goals.

Involving employees in co-creating and owning their own development plans and pathways is crucial for fostering a sense of ownership and commitment. Meet Yourself can play a valuable role in this process. Here's how it can be utilized: 1. Individual Self-Reflection: Encourage employees to reflect on their Meet Yourself assessment results and identify areas for personal growth and development. This self-awareness helps them understand their strengths, thinking preferences, and motivators, which can guide the creation of their development plans.

To involve employees in co-creating and owning their development plans, start by understanding their unique needs and aspirations. This involves active listening, conducting assessments, and engaging in meaningful conversations to align their goals with organizational objectives.

Uma das abordagens mais interessantes que já utilizei na criação de PDIs foi iniciar esse processo com um Mapeamento do Conhecimento, centralizando a atenção da equipe, principalmente das lideranças, na reflexão sobre o conjunto de teorias e habilidades necessárias para os cargos em questão. Com esse mapeamento colaborativo é possível aplicar avaliações para cada um dos liderados (recomendo uma combinação entre autoavaliação e avaliação da liderança) para, a partir desse diagnóstico pessoal, montar um Plano de Desenvolvimento Individual. Acredito que esta seja uma forma eficiente de co-criar um plano de desenvolvimento personalizado, acionável e aderente às necessidades do time como um todo.

2. Goal Setting: Use the Meet Yourself insights as a foundation for goal setting. Employees can align their development goals with their strengths and motivators identified through the assessment. This ensures that the goals are meaningful and relevant to their individual characteristics, increasing their motivation and commitment. 3. Personalized Development Plans: With the help of Meet Yourself insights, employees can co-create personalized development plans that align with their unique needs and aspirations. Encourage them to identify specific actions, resources, and timelines for achieving their goals. This collaborative approach empowers employees to take ownership of their development journey.

Involving employees in co-creating and owning their development plans is crucial. One effective approach is to conduct regular check-ins where employees are encouraged to reflect on their strengths, interests, and goals. For example, at one of my clients', we hold monthly 'growth sessions' where team members discuss their aspirations and collaboratively design actionable plans. This not only fosters a sense of ownership but also ensures alignment with organizational objectives.

Collaboration is key to empowering employees in their development journey. Work together to craft tailored development plans that leverage their strengths and address areas for growth. This collaborative approach fosters ownership and commitment to personal and organizational success.

Mentorships are very key, and exposure to other positions with varying responsibilities. Most of all, honest and frequent communication is paramount to the process.

Seguindo na linha de reiterar a importância de iniciar a elaboração do Plano de Desenvolvimento com um Mapeamento de Conhecimento para a área e cargos contemplados, acredito que esta é a melhor base para a curadoria de conteúdos educativos. Para cada um dos temas, acredito que o mais interessante é apostar numa combinação, contemplando: - artigos acadêmicos e livros para trazer a base teórica e o contexto histórico sobre o tema; - artigos, podcasts e workshops para trazer abordagens mais recentes, casos e exemplos sobre o tema; - cursos e workshops atualizados para garantir a aplicação prática dos conhecimentos adquiridos;

Equip employees with the necessary resources, tools, and support to execute their development plans effectively. This includes access to training programs, mentorship opportunities, skill-building workshops, and ongoing feedback to enhance their professional growth and performance.

Providing resources and support for development is like building a strong foundation for a house. You wouldn't just start laying bricks without a solid base, right? A bonus tip based on my experience would be: Don't just dump a pile of bricks and expect a house either! Be the project manager! Help your team identify their learning goals and choose the right resources. Offer ongoing support and celebrate their progress. This active involvement shows your dedication to their development and keeps them motivated to build a strong foundation for their careers!

4. Supportive Conversations: Engage in supportive conversations with employees to discuss their Meet Yourself assessment results and development plans. Provide guidance and resources based on their individual strengths and motivators. This dialogue helps employees feel heard, valued, and supported in their development efforts.

Algumas dicas para monitorar o progresso nos PDIs de forma justa e transparente: 1. Estabelecer metas claras e objetivas: defina metas específicas, mensuráveis, alcançáveis, relevantes e com prazo definido (SMART); 2. Acompanhar regularmente: realize reuniões periódicas para discutir o andamento do PDI - durante essas conversas, verifique se o colaborador está direcionado para as metas estabelecidas, identifique possíveis desafios e ofereça suporte necessário; 3. Defina quando vai ocorrer a avaliação: para além do acompanhamento regular, é importante combinar com o colaborador as datas exatas em que será avaliado se ele atingiu as metas estabelecidas;

5. Ongoing Feedback and Reflection: Encourage employees to regularly reflect on their progress and seek feedback from peers, mentors, or managers. Meet Yourself insights can serve as a reference point for evaluating growth and identifying areas for further development. This iterative process allows employees to continuously refine and adjust their development plans.

Acredito e confio na autonimia com responsabilidade. Proporcionar aos funcionários oportunidades de crescimento pessoal, que eles podem ir além é a melhor forma compreender que o seu trabalho esta indo pelo caminho certo. Os benefícios: retorno positivo do colaborador, reconhecimento para lém da liderança.

6. Development Opportunities: Utilize Meet Yourself insights to identify relevant development opportunities, such as training programs, workshops, or mentoring initiatives. Offer employees a range of options that align with their thinking preferences and motivators. This empowers them to select activities that resonate with their individual needs and interests.

When it comes to helping employees own their career development, it starts with them first. As a leader your role is to help them understand their path and direction. You almost act as a coach and consultant. It doesn't start with the company, or the leader. It starts with the person. Start by coaching them in what they want from their career and life. Then coach them on how to create goals, and a career path to achieve those goals. Co-create a career journey that they can follow with progress updates, and action steps along the way. The goal of the process is to teach them skills they will always have in owning their own path. Organizations do not own this. They, help this process. Coach the person to own this. For now, and forever.

Para que um Plano e Caminho de Desenvolvimento seja feito de forma adequada, é importante que ele seja construído com o indivíduo desde o início, levando em consideração suas aspirações de carreira, seu lugar de potência, as exposições necessárias para impulsionar evolução e os caminhos possíveis na Organização. O indivíduo precisa ter protagonismo e autonomia nas decisões de carreira para potencializar seu engajamento e aprendizagem. A área de Recursos Humanos, assim como o gestor, precisam apoiar a construção desse processo de maneira transparente, de forma que o indivíduo tenha clareza dos caminhos possíveis e entenda todo o suporte que tem da Organização para perseguir esses caminhos.

The realization of one's development plan must involve a full understanding of company objectives, conveying to individuals the significance of their contributions through the development of their skills toward achieving these goals.

By involving employees in the co-creation and ownership of their development plans and pathways, organizations foster a culture of engagement, empowerment, and continuous learning. This collaborative approach not only enhances individual growth but also contributes to overall team and organizational success.

These are all fantastic ideas! However, a crucial consideration often overlooked is time. When your workload is relentless, carving out that time can feel impossible. If we empower employees to create their development plans, we also need to empower them to pursue them. This is where dedicated development time becomes crucial. Here's a great example: I know a leader who gives his team one hour a week during the workday to focus on their personal growth goals. This allows them to choose activities, integrate learning into their schedule, and prioritize their development. And his team was ranked #1 for employee satisfaction and productivity for 16 consecutive years! If you want to help your people grow, give them the time to do so.

By incorporating Meet Yourself into the process, employees can co-create and own their development plans and pathways. This approach ensures that the plans are tailored to their unique characteristics, fostering a sense of ownership, motivation, and commitment.

Remember to maintain open communication channels, provide regular feedback and recognition, and stay agile in adapting development plans to changing needs and circumstances. Encouraging a culture of continuous learning and development is key to unlocking the full potential of your employees and driving organizational excellence.

In my experience the best was allowing them some time to do their own personal growth projects like the article mentions. Encouraged monthly charity for 1/2 day paid out of office. More recently - optional work from home day(s)