It's Time To Take Matters Into Your Own Hands?
It’s that time of year.
The end of financial year signifies many key milestones for both organisations and the people that work for them. One that is top of mind for many at the moment is the performance review. And whether you love them or you hate them, they're part of every organisation's annual process. But I'm going to leave that argument to others, I'm here to talk about the next step – annual development planning.
From my own experience and that of those I’ve been talking with it is disappointing how it appears to simply be a check box activity. A missed opportunity for real discussions around real growth, a platform to define your career’s success. Is it because of the number of time-consuming activities bundled together with deadlines around the same time of year? Or is it because of a lack of belief in the process?
What did you achieve?
So, let's sit down and have an honest conversation. If you reflect upon the development plan set and agreed 12 months ago, how did you go? Can you tick off any of the agreed goals? How much did you grow, both professionally and personally? Did you succeed in becoming proficient in any of the areas identified, or in part? Or like for much of your career, did you read through your plan and have that moment of "Oh that’s right …. I was going to do …”.
You have to start questioning how effective the process is. Do organisations have the right framework? Do leaders have the right intention when working with their teams on their development?
Have you ever decided that you were going to cook your favourite meal? You write down a list of all the ingredients you need, pop down to the grocery store to purchase them and bring them home. Then for one reason or another, it never gets cooked? This is exactly what happens with the development planning process.
When it doesn’t work well.
When the development planning process doesn’t work well, it’s a lose/lose for both the organisation and the team member. In this scenario, often you will see the process driven predominantly by the leader. Their focus is short-term; role mastery, targeting the perceived gaps to be an effective ‘cog’ in the ‘wheel’ of the team. The short-sightedness of the leader, focussing only on the benefits to themselves and the team, results in short-term gains.
I understand the need to have role specific goals within a development plan, but when this is all the plan focusses on, there is little to no growth for the team member. Any focus on their longer-term career goals are missing. When the team member has a development plan that omits any progress toward their dreams and desires of career advancement, they will feel unheard and undervalued as a human. With no stretch goals that inspire them, they will be unmotivated, incentivised and unengaged.
“The growth and development of people is the highest calling of leadership”
When it works well.
Then it's a win/win! The team members have a mix of goals focussed on both the current role, but importantly, goals set to help move toward their longer-term career success. It is more a conversation and less a process where both the leader and the team member co-create through honesty and courage. The goals and the growth that comes with them is challenging, exciting and enjoyable.
With stretch goals aimed are real career growth, team members are engaged, motivated and inspired to do their best; a win for the leader. And for the employee, with a leader who supports their passion and desires; a level of growth that both excites and inspires them to continue to work towards what they've defined as their long-term career goals and their life success.
It’s time to take matters into your own hands.
This year don’t allow the development planning process to be the usual check box activity. If your leader is not interested in listening or helping you with your career goals, then it's time to take matters into your own hands.
Be clear on what you want. What are your long-term career goals? If you aren’t sure, then set time aside to reflect on what a successful career would look like for you? What are your dreams, passions and desires?
What does success look like to you? When you are clearer on what it is that you want to achieve, define what success looks like. How will you know you have achieved it?
Identify three things. What are three things you can set as a goal in the next 12 months that will help you move toward achieving your career goal. Identify a short-term, a medium-term and a stretch goal that is longer-term.
Identify who you need to help you. You have to do the work, but you can’t do it alone; who are the people that can help you in succeeding? Your mentors, sponsors, accountability partners, supporters. Begin to consciously identify those who you need to lift you up and help you forward.
Take action. Start before you’re ready, don’t wait to have everything perfectly lined up, that is simply fear and procrastination. Do one thing every day that takes you one step closer to your career goal. It might simply be a phone call. Importantly, schedule in monthly audits with yourself, growth is not a “once a year” activity, growth in a continual process and you need to keep yourself accountable.
“Every girl, no matter where she lives, deserves the opportunity to develop the promise inside her”
I’d love to hear your thoughts.