Do you have people reporting to you? Then, as their manager
or executive, you are responsible for assisting in their professional
development. That is one of the dimensions on your personal performance
appraisal. How do you fit this into your busy day, and do it
well? Here is the solution:
Have a 90-minute developmental meeting with each of your direct
reports. The outcome should be a written development plan including
the person's top three strengths and top three skill areas that
need development.
Some of these skill areas can be developed by sending your person
to a training class. But for higher level skills -- leadership,
personal development, interpersonal skills -- get your person
a coach to work specifically on these 3 areas. Decide the
type of feedback you need to know how well the coaching is working.
Choose a coach based on education, experience
and prior results with clients. (For more information on this
subject see Val's article "10
Things to Look for When Hiring a Coach")
When you complete your own annual accomplishments you will be
able to list the results that your staff produced; because you
were wise enough to get them a Coach!
