How to create an individual development plan yourself.

In any position, there inevitably comes a time when familiar duties are performed with one’s eyes closed or, conversely, functions arise that require new knowledge. This significantly reduces employee motivation and negatively affects their work efficiency. To avoid this, prudent managers create a professional development plan for each employee. For both sides it's handy tool development professional qualities and, as a result, business.

The problem of personnel development in many companies today is very acute, as it is caused by a shortage of personnel and the value of financial employees in the labor market. In order to retain qualified personnel, employers are trying to solve this issue through professional development of employees, building a career growth plan, and inclusion in the personnel reserve.

Employee Professional Development Plan

An individual professional development plan is a document that records the employee’s planned career advancement for a period of one to three years (possibly five) and qualification requirements, satisfying each position. A professional development plan typically includes:

Competencies that the employee currently possesses;
competencies that require additional development;
a list of activities to develop the necessary competencies;
internships that will allow you to become familiar with the functions of the position in which the employee is included in the reserve;
the result that must be achieved during the internship;
a plan for the delegation of responsibilities provided for by the position for which the employee is being reserved;
terms of competence development;
fact of execution of the individual development plan and comments.

The individual development plan establishes specific real terms to develop the skill to the required level.

The procedure for working with this type of document in an organization can be centralized, strictly regulated and distributed among the responsible persons: personnel management service, heads of the organization, heads of structural divisions, employees. Or it can be informal, brought only to the level of, for example, the head of the financial and economic service.

The organizer of the centralized process of drawing up professional development plans is, as a rule, the personnel management service. At a minimum, the manager and his subordinate must participate in this process. The most difficult thing when forming such a plan is to identify the employee’s problem areas, that is, assess his strengths and weaknesses in professional knowledge, experience and behavior. It is more correct to call these zones development zones, since they can form the basis for achieving even greater efficiency and effectiveness of the employee. Therefore, an employee’s professional development plan is drawn up, as a rule, based on the results of an assessment or certification of competencies.

The individual development plan is a fairly flexible tool for retaining key personnel; it can be updated and adjusted annually at the request of both parties. Employee career planning, as a rule, occurs in a certain direction that also satisfies both parties, depending on what tasks the employee will have to solve in the future and in what projects he will participate. Both parties must find a compromise so that the employee's development is planned in accordance with the company's goals to ensure the achievement of its strategic objectives while at the same time satisfying his personal needs.

The procedure for drawing up a professional development plan

Work on developing the competencies of employees includes several stages, the main of which are: the actual drawing up of a professional development plan based on the existing budget and tasks solved by a specific department, assessing the knowledge of personnel and adjusting the plan taking into account the results obtained.

The most time-consuming and important is the second stage, namely, assessing the knowledge of workers. This is the basis of the entire personnel management system, since without it it is almost impossible to obtain objective information about employees, and therefore it is difficult to accept reasonable management decisions. The presence of an objective evaluation system in the company is also a strong motivating factor for employees, because if evaluation is regular and inevitable, and its criteria are known to employees, that is, they understand how the evaluation results will affect income levels, what career prospects and development opportunities are, this is an incentive for employees to improve their performance.

Types of developmental activities can be as follows:
1. Development in the workplace.
2. Special projects/assignments/temporary assignments.
3. Learning from the experiences of others.
4. Search for feedback.
5. Self-learning.
6. Trainings and seminars.

To assess the implementation of the professional development plan, a special report form is being developed. But in some cases, it is permissible for the structure of the professional development plan to include the item “Status of goal fulfillment”, where, at the end of the planned period, the employee’s self-assessment and the manager’s assessment of the results achieved are entered.

The benefits of working on a professional development plan are obvious:

The employee’s professional development becomes organized and purposeful, rather than spontaneous;
the plan allows you to correlate the areas of employee professional development with the current and future needs of the department;
it allows you to take into account the interests of the employee in his professional development;
Based on the results of assessing the implementation of such a plan, the employee regularly receives feedback on the development of his professional competencies and better understands the organization’s requirements for the current or prospective position;
Well-structured work according to professional development plans motivates the employee to further work in the organization. But there are also disadvantages of working with such documents:
plan in situations of instability and dependence on large quantity external factors It’s not easy, especially the professional development of employees;
a professional development plan is a rather complex tool to use: it is necessary to allocate quite a lot of time and personal resources of the manager for its preparation, monitoring and evaluation of implementation, since all procedures are carried out in the form of a personal conversation;
a professional development plan can easily turn into a formal document that is not given due consideration in an organization or department of great importance- in this case, the organization receives a tool for demotivating employees.

Personnel assessment methods

There are several types of assessment, which depend on the purpose of its implementation. This refers to a quantitative or qualitative assessment of an employee or a comprehensive assessment of him as a member of the organization.

Quantitative assessment is used to determine employee performance. Its methods include the use of a given score for an employee’s achievements and mistakes, expert and coefficient assessment of his activities, various professional and psychological tests. This type of assessment is more suitable for employees in the field material production. If we talk about people who are mainly engaged in intellectual work, then only quantification won't be enough. However, as well as qualitative ones, since they give a very conditional idea of ​​how effective an employee is. A qualitative assessment allows you to evaluate the personal qualities of an employee, for example, his outlook, management skills business negotiations and communications. For this purpose, evaluation interviews, discussions of a group of experts with the employee being evaluated, an arbitrary (written or oral) presentation by the employee of the vision of his work and functions, systematic observation and evaluation are used.

Since the purposes of personnel assessment mentioned above are very diverse, the use of only one group of assessment methods can lead to undesirable and obviously incorrect results. Therefore, a comprehensive assessment helps reduce the risk of an incidental result.

There are also several types of comprehensive assessment:

Assessment based on the 360 ​​degree principle, that is, assessment by the immediate supervisor, subordinates, as well as colleagues who are at the same hierarchical level as the employee being assessed and closely interact with him. This method also includes employee self-assessment. During the assessment, those being certified receive feedback that allows them to understand how well the assessment of others corresponds to the employee’s self-assessment;
MBO (Management by Objectives) method, that is, management by setting goals. The employee, together with his immediate supervisor, formulates his main goals for the upcoming period (usually a calendar year);
grading system (levels). This is a system of positioning positions in accordance with company policy. The grade of a position is determined based on the analysis and assessment of key factors (criteria). Personnel assessment using a grading system - assessing the abilities and qualities of employees based on key factors for suitability for the position.

Most full form assessment is an assessment conducted by an assessment center, that is, a personnel assessment center. However, the most common and in a convenient way assessment is certification.

Personnel certification.

Certification answers questions about how fully this or that person corresponds to the position held, how effectively he applies his knowledge and skills in practice. Regular certification of employees allows you to achieve the following goals: informing employees about the requirements set by the company for their positions; identification of personnel training and development needs; ensuring that employees’ qualifications match their positions; bringing the level of remuneration of employees in line with the level of their qualifications. Certification makes it possible to answer the questions: “what to teach?”, “how to teach?”, “who to teach?”, plan training for certain categories of employees, identify the most promising employees in whose development it will be profitable for the company to invest.

It should be understood that certification is always carried out in accordance with predetermined criteria and covers a certain period. Therefore, it is necessary to identify these criteria and establish the frequency of certification, for example annually or twice a year.

Then you need to create a certification committee consisting of three to five people, who are entrusted with the development and approval of the certification procedure. The committee determines the key principles of certification in the company, a list of competencies for employees and managers. All key principles of certification of company employees are reflected in the certification regulations, which are the result of the work of the committee. After approval of the certification regulations, information and training of company managers and employees is carried out. Certification should be carried out throughout the company, from top managers to ordinary employees.

When identifying experts to conduct an employee assessment, one must proceed from the following: firstly, the assessment of the employee’s immediate supervisor is the most important point certifications. Other experts can be employees of the same department in which the person being assessed works, as well as other departments that interact with the employee. This is necessary so that some important part of production behavior can be assessed "from the outside." As a rule, we are talking about functional managers or about project managers. For example, a branch accountant will be assessed not only by the branch director, but also by the chief accountant from headquarters. However, an expert can only be someone who was an internal client of the employee and could directly observe his production behavior. An important point when using several experts is the agreement of the assessment.
The manager speaks to the employee with a unified assessment and recommendations for development. Ideally, assessment coordination should proceed as follows. The employee’s supervisor and each expert give their own assessment. They then gather and discuss each competency for which the experts' ratings differ from the employee's supervisor's rating. The result of this discussion is the final assessment for this competency, accepted by all experts.

Another important point is the mandatory self-assessment of the employee, which allows him to once again analyze his activities during the reporting period, select facts, and think through steps for self-development. For a manager, employee self-esteem is great way save time and concentrate on analyzing differences in assessments and justifying your point of view.

Certification of accounting employees can be carried out in the manner established for the entire company. According to the author, it makes no sense to evaluate the professionalism of accounting and financial service employees using any quantitative indicators. They are quite difficult to determine for this type of work and are unlikely to give a real assessment of the employee’s professionalism.

For financial service employees, the following competencies can be assessed:

1. Professional knowledge and the extent of its application in performing assigned tasks. Here, both professional qualifications and the quality of the work performed should be assessed: is there a need to refine tasks, the presence of errors, the independence of the tasks performed and their timeliness, the possibility of using an employee at the discretion of the company, that is, his mobility.
2. Business and personal qualities. Here the employee’s performance, responsibility, attentiveness, ability to prioritize and accept in necessary situations are assessed. independent decisions, analytic skills, initiative, ability and desire to learn, as well as the ability to establish good working relationships with colleagues, understanding and respecting the interests of “internal and external” clients.
3. Social characteristics. The employee's compliance with the rules established by the company and loyalty to the company are assessed.
4. Management skills are important for service managers. Here administrative abilities, ability to plan, distribute and organize the work of subordinates can be assessed. Ability to ensure quality control of work at all stages, listen and communicate with subordinates.

Adjustment of the plan based on certification results

The last stage of drawing up a professional development plan is its adjustment. Usually at this stage a post-test interview is conducted between the immediate supervisor and the employee. The manager explains what the employee’s self-assessment and expert assessment have in common and how they differ, and outlines steps to improve production behavior in problem areas.

Recommendations

Many managers fear that after employees undergo the necessary training, in some cases confirming their qualifications with appropriate certificates, they will certainly leave the company. Of course, such a risk always exists, since by improving qualifications an employee increases his market value. But it should be borne in mind that the employee also understands that the company that invests resources in his development is a very attractive company. If he is clear about his financial and career prospects in a company that provides him with development opportunities, he understands that he is valuable to the company and will also make efforts to return the resources invested in him through quality work and loyalty to the company.

To minimize the possible negative reaction of employees to certification, it is necessary to devote enough time to preparing certification activities. As a rule, anxiety among employees arises due to a lack of information and misunderstanding of the goals of these events. Therefore, before the start of certification, it is necessary to inform personnel about the upcoming event, its goals, procedure and expected results.

At competent preparation personnel certification, employees will understand that they should not be afraid of dismissals or any other negative consequences certifications. On the contrary, they can see good prospects and opportunities. Employees will be able to prepare in advance for certification if they think in advance about what they want to achieve in the company, and, accordingly, what they need to learn and what skills and competencies to develop.

After reading this article, you will have a clear understanding of where and how to move in self-improvement (I hope so). Here you will find detailed plan self-development in all areas of life, but this is not the most important thing. It is much more important to understand the need for self-development itself and develop an adequate attitude towards it. We will do all this within the framework of this article.

Self-development is popular today and this term has even become somewhat hackneyed. This may reduce the value of the process itself, and this is the danger. Self-development is not entertainment or a means to “kill” time. It has very specific tasks, which were once discussed in an article about.

Therefore, at the very beginning of your self-improvement, track your attitude towards it. Think about what it represents to you this moment. Perhaps this is just a fashion trend or for you it’s like Lifebuoy for a drowning person. It is better to approach the process of working on yourself consciously, understanding that without this it is basically impossible to become successful and happy.

But there are other options. Fate forced me to engage in self-development, literally destroying all my illusions at one fine moment. True, this is not the most pleasant scenario. It’s better to start yourself, realizing the importance of the process, and not wait until life drives you into a corner.

Making a plan as a smart start to self-development

Whatever we start doing, we must have an understanding of what we want to achieve in the end. If we do not have a clear understanding of the end goal, then achieving it will be much more difficult. Next, once we have decided on a goal, we need to make a plan to achieve it.

When there is a plan to achieve a certain goal, then we can clearly see what, when and how much we need to do to achieve what we want. It’s even better when our goals and plans are associated with specific numbers: time, money, quantity, etc.

Here specific goal and a plan to achieve it:

I want to learn to speak fluently English language after 1 year. You must master at least 1500 English words. To do this, you need to visit a tutor 2 times a week, for which you need X amount of money per week. After 8 months of studying with a tutor, you need to go to England for 3 months to immerse yourself in the language environment. A teacher is also needed there. And so on.

I brought rough plan achieving the goal, in reality it may differ. I think that you understand the essence.

Likewise, in self-development, we all must have goals and plans to achieve them. In some places the plan will be simpler, in others more complicated, but it must be there.

But even more important than the goals is understanding why this is all needed. You literally have to ask yourself questions:

Why do I want to engage in self-development? What do I want to get as a result?

Then you need to answer them. This will be additional motivation for you, and on difficult days it will force you to act.

Unfortunately, not everyone will be able to strictly follow self-development plans; it is not so easy. But if you want health, happiness and success, then you need to strive for this.

Self-development plan at four levels of life

We will consider self-development based on all important areas(levels) of life. In other words, this is called the wheel of life or the wheel of life balance. But one way or another, we will include all important areas in the plan: health, relationships, work, personal and spiritual growth, relaxation and more.

So, there are four levels of life at which you need to develop to achieve harmony and happiness:

  1. Physical;
  2. Social;
  3. Intellectual;
  4. Spiritual.

On the physical level important: cleansing, nutrition, lifestyle, exercise, breathing exercises, daily routine, food restrictions, harmonious sex life, being in nature, regular rest, getting rid of bad habits.

On a social level the following areas should be worked out: purpose in activity, relationships with parents, husband or wife, children, grandchildren, development of one’s masculine or feminine nature (qualities), earning money, improving the fate of the Family, building harmonious relationships with others, the ability to live with the benefit of others and the world in general.

Intellectual level includes setting and achieving goals, working with emotions, calming the mind and controlling feelings, getting out of the influence of the false ego, changing fate, understanding the main goal human life, awareness of one’s true nature (spiritual), a harmonious life with the rejection of everything unfavorable, obtaining education and training in general, learning languages, obtaining scientific degrees, etc., studying the Holy Scriptures, regularly visiting Holy places.

On a spiritual level we study the nature and qualities of the soul, increase unconditional love in the heart, develop selflessness, humility, cheerfulness, inner peace, detachment and other sublime qualities, learn to live in the present moment, see God everywhere and in everything, accept fate, strive for absence pride, selfishness, desire for fame, resentment, condemnation, claims and criticism.

All areas of self-development are described in detail. Based on these directions, we will build a self-development plan that will be enough for you for the next few years, at least.

Self-development program for 3-5 years

Of course, I don’t know what level of development you are at now. Therefore, this plan will take into account the needs of beginners in self-development and those who have been working on themselves for some time.

Actions will not be described here by month or week - it is better to do this individually, based on personal qualities and lifestyle. Below you will find a list of specific self-development goals, the achievement of which will bring you big breakthrough in life.

Self-development plan (all important goals of working on yourself):

Physical layer:

  • Learn to get up before 6 am, ideally at 4-5 o’clock (section to help);
  • Go to bed at 21-22 hours, maximum 22-30;
  • Start taking a shower every morning and every evening ();
  • Cleanse the intestines 1-2 times a year, then depending on the circumstances (read about);
  • Go to the bathhouse for health purposes at least 1-2 times a month (article about);
  • Do not eat after 18-19 hours, do not overeat;
  • If possible, avoid meat, flour products, white sugar, preservatives ();
  • Start fasting on water or freshly squeezed juices 2 times a month (on Ekadashi);
  • Completely give up alcohol, tobacco, coffee and other drugs (section will help);
  • Be in nature at least once a week (2-3 hours): in the forest, on the river, the sea, in the mountains;
  • Take a break from everyday activities at least once a week and devote time to self-development and spiritual practices;
  • Be sure to rest at least 4 weeks a year, more is better;
  • Start exercising regularly physical exercise: running (), swimming, fast walk, cycling, skiing, etc.;
  • Learn to practice breathing exercises(pranayama, qigong, etc.);
  • Avoid casual sexual relationships;
  • Refuse pornography, erotica, computer () and gambling, financial fraud.

Social level:

  • Find a purpose in your activity and begin to gradually develop in it (article:);
  • Improve the relationship with parents, make bows and prescribe to them (read:);
  • Study laws happy relationship and learn to apply them in life (section and section);
  • Start the harmonious upbringing of children and grandchildren, if you have them (section to help:);
  • Thoroughly calculate how much money is needed to meet the needs in life;
  • Thinking about how you can reach the required level of income is more important for men (read:);
  • Learn to handle money correctly, especially for women (read:);
  • For men to develop: intelligence, generosity, asceticism, determination, responsibility, courage ();
  • Women to develop: love, humility, flexibility, wisdom, purity, fidelity ();
  • Think about how you can use your life to benefit others and the world as a whole.

Self-development plan at the intellectual level:

  • Learn to set and achieve goals ();
  • Write goals at 4 levels of life;
  • Learn to track your emotions so as not to be influenced by them;
  • Be sure to work on calming your mind (read about this);
  • Learn to control feelings, and not try to satisfy them with material means;
  • Study what fate is and how to change it (category:);
  • Realize main goal humanlife();
  • Write down the main goal of life;
  • Realize your true nature, different from the body and mind (an article about may help);
  • A man should think about how he can become a more in-demand specialist (obtaining additional education, advanced training, training with a guru);
  • A woman should first of all think about creating an atmosphere of love and comfort in the home, about relationships with her husband and raising children;
  • Start meditating every day, starting with 5-10 minutes and gradually increasing the duration of practice;
  • Study spiritual treatises and scriptures- VERY IMPORTANT;
  • If possible, visit Holy places, clean and energetically powerful corners of the Earth.

Spiritual level:

  • Study the qualities and nature of the soul, that is, your own nature;
  • To understand that Unconditional love- the highest value and strive to increase it in the heart;
  • Develop selflessness, humility, cheerfulness, detachment, inner peace;
  • Learn to live in a state of “here and now”, that is, do everything consciously, focusing on activities in the present moment;
  • Learn to accept fate (study:);
  • Strive to see God and His Will everywhere and in everything;
  • Eradicate pride, selfishness, greed, envy, lust, anger, resentment and other vices;
  • Live without condemnation, harsh assessments, criticism, claims;
  • Start praying or reading mantras every morning.

In questions spiritual growth(where to start, etc.) Articles from the section will help you figure it out.

What plan of self-education and work on yourself do you personally need?

Here is a general plan for self-development. It is usually different for each person. It is necessary to take into account a person’s gender, his level of life and development, his aspirations and desires, his capabilities and more. Based on all this, you can build individual plan development for an individual person.

If you need a plan for self-education and work on yourself that is right for you, then you can work with me, during which we will draw up your individual self-development program.

By the way, there are several unusual ways work on yourself, which are described in the article:

http://site/wp-content/uploads/2018/09/plan-samoobrazovaniya-cheloveka.jpg 320 640 Sergey Yuriev http://site/wp-content/uploads/2018/02/logotip-bloga-sergeya-yurev-2.jpgSergey Yuriev 2018-09-27 05:00:12 2018-09-27 16:37:18 A detailed plan for human self-development at four levels of life

Problem 1. What to do if the individual development plan drawn up for an employee does not work?

Problem 2.What to do if an employee does not agree with the individual development plan?

Problem 3.How often should an individual development plan be adjusted?

The situation on the labor market is such that choosing a person who is suitable both professionally and personal qualities, it's getting more and more difficult. Therefore, employee training and development is becoming one of the highest priorities for many companies. How to retain key and promising employees? How to save human resources potential companies? The solution to these problems can be individual development plans, which are a necessary tool in personnel career planning. In addition, without it it is unthinkable to work with the personnel reserve, as well as attract young specialists to the company.

Why do you need an individual development plan?

The individual plan contains detailed algorithm actions to develop the necessary qualities, knowledge and skills of an employee, which will ultimately increase the personal effectiveness of a particular employee. As a rule, the plan is drawn up for a period of three months to one year. It is optimal to create an individual plan as an element integrated system adaptation, motivation, training and assessment of personnel. In this case, an individual development plan will be useful to both the employee and the company (Table 1).

Benefits of an individual plan

Benefit for the employee

Benefit for the company
The plan helps the employee focus his efforts on the chosen areas of development, that is, it allows him to understand: “What should I do in order to achieve my goals?” The plan provides an opportunity to combine the employee's goals with the company's goals. Achieving his development goals, the employee simultaneously works to achieve key business indicators
Together with the manager, the specialist determines priority areas for growth, which allows you to better understand own desires Increases employees’ readiness to solve assigned tasks and also motivates them to be goal-oriented
Allows an employee to significantly accelerate the pace of their development and encourages them to work better Allows the company to plan and conduct training based on the real needs of employees
The employee gets the opportunity to be an active participant in the process of his development, influence it, and independently evaluate personal progress and achievements With the help of a plan, a company can unlock its potential best employees and direct it to solve critical business problems
There is no need to think about changing jobs, since the employee imagines the stages of his career in this company When working with a personnel reserve, the plan makes it possible to track the stages of development of reservists

Marina Shurupova, Head of HR Department of the United Consulting Group (St. Petersburg):

“One of the factors determining the success of an individual development plan is active position employee, his need, readiness and desire to participate not only in the development of the plan, but also in its implementation. I know of an example where a plan was not implemented because employees were not interested in it.

Thus, in one trading company, due to undeveloped customer service and low motivation of salespeople, a process of falling sales began. The company's managers, together with an invited consultant, developed a number of activities: a series of trainings, implementation new technology sales new system bonuses. In addition, an individual development plan was drawn up for each sales manager. What happened in the end? Riot on the ship. Employees refused to participate in training and education events. After identifying the reasons, it turned out that when choosing training, the interests and wishes of sales people were not taken into account, while they had low awareness of the training goals and were not ready for changes - each of them was hostage to their habits and measured work process and at the same time considered themselves a unique specialist."

HR Dictionary

Individual development plan– this is a document containing the goals and program for training an employee, developing his professional and personal qualities.

Who draws up the individual development plan?

Ideally, an individual development plan should be drawn up by a manager together with his subordinate during a conversation. The HR manager oversees this process. You will need to evaluate the effectiveness of your activities: the results of certification and other types of employee assessments will be useful. Try to ensure that the employee accepts Active participation in drawing up a plan for your development. This will make it possible to more accurately determine his needs, career expectations, desires to develop in one direction or another, etc.

An individual development plan usually consists of three blocks:

  • information about the employee (full name, position, etc.);
  • a list of competencies that need to be developed;
  • actions that an employee needs to perform to develop competencies.
  • In addition to the above, the following information can be included in an individual development plan:
  • about the position being filled by the employee;
  • O possible movements employee in the company (within both horizontal and vertical growth);
  • about the employee’s goals regarding professional growth;
  • about possible career prospects*.

Elena Guryeva, Manager for recruitment and adaptation of personnel at Stoliya Group of Companies LLC (Volgograd):

“There are times when one of the employees does not agree with the individual development plan. To avoid this, it is necessary, first of all, to motivate the employee to fulfill the development plan. How to do it? First you should explain why such a plan is needed, show specific examples, what positive changes in your career will its implementation lead to. Then describe each point of the plan, discuss what each party will receive as a result. It is important not to impose a development plan on an employee, but to help him decide on methods and methods of training that will contribute to his career. Ideally, he would independently prepare a plan for himself and submit it to his manager for approval.”

Who needs an individual plan?

  • key specialists;
  • personnel reserve or applicants for high positions;
  • managers at all levels.

In practice, an individual development plan is drawn up mainly for key specialists and applicants for high positions.

Tatiana Iliopulo,

“In our group of companies there is an opportunity for both professional (horizontal) and career growth (vertical). We use horizontal development if employees are not capable of being managers (and this is not always what the company needs). Such employees have the opportunity to acquire new knowledge and skills in their area of ​​functionality or in related areas, and become mentors, participants or leaders of new projects and innovation groups. For horizontal development, we do not draw up a detailed development plan. A simple list of activities is enough. Strategically, their implementation is monitored by the company’s senior management (twice a year), and more quickly - immediate managers and the personnel personnel responsible for this work. Vertical development is planned for employees who share the company's values ​​and are very loyal. A well-developed and long-term career development plan must be drawn up for them.”

When drawing up an individual development plan, take into account not only the employee’s goals and expectations, but also his concerns regarding the implementation of the plan.

How often should an individual development plan be adjusted?

For efficient work the plan needs to be adjusted. We recommend adjusting the development plan at least once every six months after assessing the results, for example, in the form of an individual conversation. In addition, ask employees about the results and the need to change development plans.

In what cases is it necessary to make adjustments to the plan? It happens that the position for which an employee applies after the plan is completed is vacated earlier (for example, due to the dismissal of the employee from the position he replaced) than the development plan is implemented. In such situations, many employers take risks and promote an employee who is clearly not fully prepared, but with great desire and ability, to a leadership position. In this case, it is necessary to make certain changes to the plan, for example, reduce the amount of theoretical training and focus on acquiring the practical skills necessary for a manager. Also, the reasons for adjusting the plan may be the employee’s low motivation to carry out the plan, its formal implementation, or lack of time for training.

Possible problems when implementing an individual plan and how to overcome them

Once a plan has been developed and approved by both parties, the company may encounter difficulties in implementing it. The most common problem is lack of motivation. To avoid this, ensure that the plan is balanced and takes into account the employee's personal aspirations. Then there will be no problems with motivation.

The second problem is that the development plan exists only on paper or is carried out formally. To prevent this from happening, it is necessary to clearly plan professional and career employee. To do this, it is necessary to determine the employee’s potential, his development needs and, most importantly, whether his growth within the company is realistic.

Third, the employee does not meet the employer's expectations according to this plan. The reason for this may be a lack of understanding of the employee’s development goals or incorrectly selected training. In the second case, it is necessary to clearly define what theoretical and practical knowledge the employee needs and correctly indicate the preparation time frame. In addition, emphasis should be placed on acquiring practical skills that will be useful for performing the job.

Lada Seredyuk, deputy general director for personnel of Navigator LLC (St. Petersburg):

“When an individual development plan is carried out formally or does not work at all, then the first thing that really needs to be done is to identify the reasons and errors that led to such a situation. For example, talk to the employee, find out what prevents him from implementing the plan, whether there are results after completing training programs, what he liked and what, in his opinion, needs to be changed, etc. If the employee did not meet the employer’s expectations, you should not blame this is just his. This means that when drawing up an individual plan, a clear development goal that was equally understood by both the employee and the employer was not formed. With an agreed upon goal, we can outline the smaller steps of the plan. Any problem is always easier to solve when we break it down into smaller ones.”

In addition to the insufficient level of motivation and formal execution of the individual plan, the following organizational risks may arise:

  • cancellation of some corporate courses (for example due to dismissal, illness of an internal trainer);
  • termination of relations with the training company (for example, due to a reduction in training costs, provision of low-quality services, etc.);
  • reduction or freezing of the training budget;
  • priority of business goals over the goals of the individual development plan.

To keep these risks manageable, consider how you can support your employees and managers as they implement their individual plan; do not forget to monitor the implementation of the plan (diagram on page 94).

Tatiana Iliopulo, Deputy Director for Personnel and Organizational Development of the Novard Group of Companies (Moscow):

“The main problem we face when implementing an individual development plan is the employee’s workload with operational activities. As a rule, the person himself needs to understand that in order to develop, he will have to sacrifice some of his personal time. If it exists and manifests itself in practice, then this is already 80 percent of success.

Ideally, when an employee completes the development plan and within a month takes the position for which he was trained. But in practice this does not happen often. As a rule, you have to wait some time (six months or even more) for a corresponding vacancy to appear. And the main thing here is that the employee does not burn out. This will help competent work company's personnel management services.

An individual employee development plan is one of the tools of the personnel management system. According to some experts, in order to reduce the risks when implementing an individual development plan, it is necessary, already at the stage of hiring employees, to give preference to candidates who are initially aimed at professional improvement and who perceive the individual plan as help in determining the direction of their development.

Do not use components of material motivation (bonuses, bonuses, etc.) to interest an employee in fulfilling an individual plan. As practice shows, in such cases the staff begins to perceive the individual plan as a source of income and treats its implementation formally.

In this publication I would like to deviate a little from the usual financial topics to talk about self-development and tell me what it could be personality development program. Analyzing the site's statistics and communicating with readers, I noticed that motivating articles about this, etc. are very popular, especially among regular readers. Therefore I decided to devote more attention development of this topic and continue the series of articles about self-development.

So, today we’ll talk about what a personality development program is and why it is needed. Any person, any personality can change in the course of his life, and these changes can occur both for the better and for the worse. By the best changes I mean the acquisition of some new useful knowledge, skills, abilities, and by the worst - accordingly, the loss of existing useful knowledge, skills, abilities. But also, in my opinion, even a stop in personal development can be considered a negative factor.

If a person stops in his development, he will inevitably begin to lose something in some areas of his life (work, business, relationships, hobbies, etc.). Now nothing stands still, so to be successful, constant development is necessary. The absence of such development means inevitable losses; the longer it is absent, the stronger these losses can be.

There are people who think about their development and strive for it, there are those for whom it happens on its own, for example, due to professional activity, practicing your hobbies, etc. In addition, sometimes personality development can occur without any signs visible to the person himself: he does not notice changes in himself, but learns about them only from those around him. This depends on the degree of a person’s self-awareness: the higher it is, the more he is able to objectively assess the changes occurring in his personality.

Which person will develop their personality more effectively: the one who takes some action for this, sets goals and objectives for themselves and achieves them, that is, engages in self-development, or the one who doesn’t even think about it? In my opinion, the answer is obvious.

Personal development will be more effective for people engaged in self-development: they will be able to achieve best results than those who let the development of their personality take its course.

Then another question arises: what needs to be done for personal development? To do this, as in any matter, it is best to act according to some planned plan, to have a certain program of action. In this case, it can be called a “self-development program” or “personal development program.” Let's consider what it can be.

So, a personal development program is a certain set of measures intended to achieve certain results in the self-development of the individual in general and its individual areas in particular. I bring to your attention the most general, simplified program for personal self-development, presented in the form of a diagram:

As you can see, it consists of 5 stages:

1. Setting goals;

2. Self-analysis;

3. Personal development plan;

4. Practical implementation;

5. Analysis of results.

Let's take a closer look at what these stages of the personality development program include.

1. Setting goals. First of all, you need to determine why exactly you need a personal development program, that is, what goals you ultimately want to achieve. At this stage, you need to “draw” for yourself a certain perfect image the person you would like to become. It is advisable to set goals for yourself in all main areas of personal development at once:

– Personal life;

– Work, career, earnings;

– Intellectual development;

- Health, physical development;

– Hobbies and interests;

– Getting rid of bad habits, etc.

Goals need to be formulated as clearly as possible so that you can clearly see what you are striving for. In addition, these goals are also important as a motive, an incentive for achieving them. Having thought it through well and “drawn” this image for yourself, you will psychologically want to become one, you will have more desires and positive energy, which will become your assistant in self-development.

Goals can be short-term, medium-term and long-term. Moreover, having goals for one period does not in any way relieve you of the need to set goals for another, longer or shorter period of achievement.

When setting goals in your personal development program, I strongly recommend that you do not take into account stereotypes imposed by anyone (parents, teachers, acquaintances, people around you, etc.). You should strive to become exactly the kind of person you want to see in yourself, and not someone else. Otherwise, you may be deeply disappointed, and you will have to start all over again, but an irreplaceable human resource - time - will already be lost.

2. Introspection. After the goals have been set, we move on to the second stage of the personality development program - self-analysis. If at the previous stage you “drew” an image of the ideal “I” for yourself, now you need to “draw”, on the contrary, the real “I” - the way you are at the current moment. You need to see and highlight all your positive qualities that will help you move towards achieving your goals, and the negative ones that, on the contrary, will slow you down and with which you will have to fight.

Here, on the contrary, in order for self-analysis to be as objective as possible, it is necessary to compare how you see yourself and how others see you. By the way, this is not always easy to do. The fact is that your friends or acquaintances may, for ethical reasons, “not notice” your negative qualities and shortcomings, then you yourself won’t even notice them. But here you can use one trick: think about how you see your friends, your social circle. A person is always drawn to others like himself, so it is very likely that the shortcomings that you see in the people around you are mirror reflection your own shortcomings.

At the self-analysis stage of the personality development program, you need to identify and record starting point, the initial data with which you will compare the result achieved in the future.

3. Personal development plan. The third step is to draw up a specific action plan with which you will achieve your goals. Let's call it a “personal development plan.” Based on our identified strengths, think about how with their help you can get rid of weak ones, eliminate negative qualities, and strengthen and strengthen positive ones even more strongly.

For example, if we are talking about achieving some financial goals, it is necessary to draw up a plan for improving health - a plan for classes, training, transition to proper nutrition, etc.

The personal development plan should contain not only a list of specific activities, but also specific deadlines for completing each of them and identifying factors by which it can be assumed that the goal has been achieved.

4. Practical implementation of the plan. When the plan is ready, you can consider that your self-development program, your personal development program, has been drawn up, and begin its practical implementation. That is, carry out all the points of the planned plan in the sequence in which it is provided.

Any change is always difficult at the first stage. However, over time, these difficulties go away. There is a so-called “21-day rule”, which says that any new, inconvenient and unwanted action for you will turn into a habit after 21 days. Therefore, try to persevere through the initial difficulties and develop as much good habits, which will begin to appear in just 3 weeks. And when you see some first, even minor successes, it will certainly begin to inspire you and motivate your self-development even more.

It is also necessary to understand that not all actions will necessarily produce some result, and this is quite normal. states that 20% of actions provide 80% of results and vice versa.

To more effectively carry out your personal development program, you will have to get rid of the so-called. “time wasters” - activities that do not bring any benefit, but take up time. Well, for example, “hanging out” on social networks or empty chatter on the phone (every person probably has his own “time wasters”). You can use the time freed up in this way for more useful activities that your personal development program provides.

Also good help The implementation of the intended plan will involve making new acquaintances and connections with people who are better than you in what you are striving for, or who are striving for the same thing as you. Firstly, they can become positive examples for you, increasing your motivation. Secondly, it is easier to move towards a goal together than alone. Thirdly, the more other people are involved in the process of your self-development, the more difficult it will be for you to refuse it, because then you will fall in their eyes. Thus, look for new useful acquaintances among people who have something to learn from and whom you would like to be like.

The practical implementation of a personal development program is the most difficult stage, but only it can lead you to the desired results. No matter how well and competently you plan your self-development, theory without practice, as you know, is blind.

5. Analysis of results. And finally, like any process, a personal development program requires summing up and analyzing the results obtained. It is far from a fact that you will achieve everything you planned on the first try. But you still need to analyze all your actions, find in them what helped or, conversely, prevented you from achieving your goals.

If the goal is achieved, great, then you can set a new, more ambitious goal, and build a plan to achieve it, because, as you remember, self-development, personal development should never stop.

If the goal is not achieved, you always have more attempts that you can make, taking into account the analysis and correction of your mistakes.

Self-development can hardly be called simple process, but can certainly be called interesting and exciting. Developing his personality, a person constantly learns something new, acquires new skills and abilities, experience, and all this, sooner or later, will definitely help him in life, make life brighter and more interesting.

Stay on: the materials on this site will certainly help you in self-development, increase your financial literacy and teach you how to make the most of your personal finances. See you again!

At some point, everyone wants to improve or change something in their life. A personal development plan can help you achieve the goals you dream of. If you want to cope with new complex tasks, increase productivity or get rid of bad habits, then a personal development plan is a great way to achieve success.

Steps

Become more purposeful

    Decide what you want to change. Take Blank sheet papers or start a new diary. Make notes about areas of your life that need improvement. Some experts suggest that to stay focused, it's best to focus on one goal at a time, but if you feel empowered, you can set multiple goals at once. Identify specific areas in your life that have been weighing on you for months or years. For example, if you smoke, now may be the time to set a goal to quit smoking! What you need to pay attention to:

    • Health and Fitness
    • Relationship
    • Career
    • Finance
    • Habits and lifestyle
    • Education

  1. Write down your goals. Take a piece of paper and write down what you would like to achieve. Research shows that people who write down their goals on paper are more likely to commit to achieving them. Make four headings at the top of the page. The first heading is "Goals" and the next four headings are "One Month", "Six Months", "One Year" and "Five Years". If you want, you can add "Ten years" and so on. Under your goals, make a list of what you want to change. For example, "Career" or "Finance". Then, under the time headings, list what you would like to change in your life during that period.

    • Be sure to state your goals affirmatively. For example, “I will...” rather than “I might” or “I hope that...”. The more confident your statements are, the more they will motivate you.
    • Be specific when writing down your goals. For example, instead of writing “I will lose weight,” write “I will lose 2 kg by doing more physical activity and reducing my intake of high-calorie foods.”
    • At the bottom of the page, create a section called “Ways to Implement” and write down all the steps you are going to take to get closer to your goal. For example, “I will walk 1.5 km a day” or “I will eat salad from fresh vegetables every day."

  2. Make sure your goals can be achieved. Do you have enough skills, knowledge, resources and opportunities for this? For example, you might consider taking an evening class, purchasing exercise equipment, or hiring a business coach. You'll be more inspired and closer to your goals if you prepare well in advance.

    Find a mentor. Most successful business people have had a great mentor. Find a successful businessman, athlete, or public figure you admire. If you know someone personally, ask if that person can become your mentor. If you don't know anyone, then read about how they achieved their goals. Research what they did and what motivated them so you can be inspired by it. Chances are they have a blog or an article written about them sharing their success story. For example, "How I made my first million..."

    Tell a friend about your goals. If you tell your family and friends about your goal, you will have a support group that will inspire you and increase your motivation to see it through. Your friends or family may randomly ask you how things are going, which will help you stay focused on what you set out to do. By not telling anyone about your goal, it will be easier for you to give up on it and not feel any guilt about this failure.

    Keep a positive attitude. All great people who have achieved something in life have had dreams that at first seemed completely impossible, but instead of letting difficulties break their resolve, they moved on. Stay positive because the biggest obstacle to success is your own thoughts. Whether in the car or at home, turn on a motivational CD to inspire and encourage you to stay on track. Try not to attach too much importance to small things.

    • Don't make mountains out of molehills.
    • Don't let vague fears stop you from doing what you want.
    • Find something positive in any negative situation.
    • Try to create a positive environment around you and work hard to improve it.
    • Help someone find meaning and live a more positive life.

Organize yourself

  1. Make a list of ways. There are many opportunities to educate yourself and learn more about the area in which you are improving. By collecting information about what you're trying to improve in, you can stay up to date with the latest developments in that area and stay inspired.

    • Check your local newspaper to see if there are training courses available.
    • Go to your local library and borrow books.
    • Learn from other people's experiences and knowledge and take an online course or workshop that inspires you.
    • Ask friends who have already achieved something in the field of interest to you to tell them what methods they used.

  2. Take notes. Note-taking is an active process that makes you an active learner. While listening to a seminar or motivational CD, take notes on what you are learning. How does this relate to your goals? Taking notes will help you refresh your memory of the information you've studied and will also help you track your progress.

  3. Review your goals weekly. If you don't think about your goals, you will stop making efforts to achieve them. If you don't do anything to achieve your goals, they become just dreams. At a certain time, such as Monday morning, evaluate your progress over the past week and create an action plan for the coming week that will help you get closer to your goal. Reviewing your goals weekly will help you remember their importance and allow you to see clearly what you really want to achieve in life.

    • Check if you are on time on time. You may need to choose several intermediate goals for yourself in order to get noticeably closer to and achieve your main goal.
    • Make sure you set yourself a difficult task. If the goal is too easy to achieve, you may need to make it more difficult by adding a new component. For example, “I will run 3 km a day,” instead of “I will run 800 m a day.”
    • See if your goals still inspire you. If not, make adjustments until you feel more enthusiastic.
  • Start with a goal that you can achieve in a short period of time so that you don't get frustrated by having to wait a long time.
  • Do not hurry. Remember the proverb: “If you hurry, you make people laugh,” and everything will work out for you.
  • When you reach your goal, celebrate your success.
  • Collecting useful information, select relevant books, CDs and courses. For example, if you want to get out of debt, look for books on financial freedom.
  • Try to have an accountable friend so you don't give up.

Warnings

  • Remember that these changes will take some time. As a result of methodically approaching your goal, you will achieve great success.