from David B Peterson, Ph.D & Mary Dee Hicks, Ph.D; Development First
Traditionally, bosses are responsible for developing their staff, In this approach, bosses deliver performance evaluations once a year, often including a list of the things to improve. Now many organizations are shifting responsibility to employees, making then accountable for upgrading their skills and keeping themselves employable.
Each of these approaches alone misses the mark. Your development requires a partnership between you and your organization.
• You need to commit to relevant development goals and then invest time and effort.
• Your organization needs to set clear expectations for you and provide appropriate resources, support, and incentives to help you succeed.
In competitive and changing world, mutual commitment to development is the only way to keep pace and thrive, both for you and your organization.
Your development partners. Help can come from many sources – a coach, boss, colleague, or mentor. Even people outside your organization are prospects. Your partners may be any people who can help you learn and who care about you and your development.
Actively search for development partners who:
• Have access to resources you could use
• Know other people who could help you
• Are good at something you struggle with
• Can help keep you on track
• Can provide support and encouragement.
Your coach. To get most out of your development process, you need a coach who understands what you are trying to accomplish and how the learning process works. Your coach should be someone you trust who willing to be candid with you. The coach level or role in the organization is less important than the ability to observe you, give straight feedback, and help you think about new ways to do things.