PERSONAL AND CAREER

DEVELOPMENT PLAN EXAMPLE

DEVELOPMENT
DEVELOPMENT ACTIONS MEASURE/TIMING BY WHOM RESULT/ACHIEVED
NEED/GOAL

1. Enhance capability to drive Experience on- Focus on and be able to describe Review direct reports’ Self
performance through others, the-job (70%) the impact of under-performance performance reviews to ensure
clearly communicating my both for the individual and the performance expectations and
expectations of direct reports, organisation deliverables are clear – Nov-Feb
empowering them and offering
Think through obstacles to Undertake 360˚ leadership Self
them coaching to enable delivery
performance and identify ways to feedback – Oct
of agreed standards
remove or reduce these
Demonstration of commitment to Self
Shift from providing solutions to coaching-feedback from staff –
direct reports to coaching ongoing

Exposure to Obtain coaching from Manager Feedback from direct reports Self/Manager
others (20%) on how to have difficult about impact of more open
conversations. conversations. Evidenced by 360˚
feedback – Oct.
Role play difficult conversations
with Manager, peer or HRO first

Education Participate in ‘Pathways to Participate in next available Self/OD

& Formal Performance’ training course. program, no later than June next
Training (10%) year.

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DEVELOPMENT
DEVELOPMENT ACTIONS MEASURE/TIMING BY WHOM RESULTS ACHIEVED
NEED/GOAL

2. Tendency to work around Experience on- Take on role of “an idea Present/Report back collective Self
individuals who I see as less the-job (70%) facilitator”, thinking afresh about view to Faculty meetings – every
informed. Do not recognise that each situation and seeking input second month.
people with different styles and specifically from colleagues and
experience can contribute unique, integrating views/ideas into work
value adding suggestions. plans.
Positive 360˚ feedback on Self
Add to team meeting agenda
working collaboratively – Oct.
Practice asking open questions
rather than making statements
and show that I am listening to Team feedback regarding active Self/Team
staff responses. listening and facilitation skills.

Exposure to Design and facilitate a

others (20%) Departmental off-site meeting
to enable cross-functional
information sharing and
generation of solutions.
Attend by March next year.
Development Plan updated Self
following participation.
Education Participate in a ‘Diversity and
& Formal Inclusion’ training course. Seek
Training (10%) guidance from OD team for
recommendation.

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DEVELOPMENT DEVELOPMENT ACTIONS MEASURE/TIMING BY WHOM RESULTS ACHIEVED
NEED/GOAL

3. Developing assertiveness skills Experience on- Understand frequent types of Q&A document completed by Self
with internal customers the-job (70%) requests for process deviations November.
and develop question and answer
document.
Effectiveness measured by less Self
than 5% deviations to process.

Exposure to Role play managing the Customer Role play completed and Self/Manager
others (20%) interaction with my Manager Manager feedback acted on in
day to day customer interactions.

Education Participate in ‘Delighting Internal Attend training course before Self

& Formal Customers’ training program. planning cycle commences in
Training (10%) July.