The NESACS Blog
From the Northeastern Section of the ACS, focusing on career management and development
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04/01/16
Comments on Individual Development Plan Templates
Filed under: Position Searching, Mentoring, Mature professionals, Observ. Trends, Alternate Career Paths
Posted by: site admin @ 11:04 am

IDPs– We find these shortcut tools in many organizations.  We have
shied away from bringing this up after a conversation with Judy Grutter
a true guru in the field of career management and personal counseling.

IDPs are commonly planning documents or templates completed over
the next period, commonly, a year.  They are reviewed, revised and
discussed with supervision with the aim of guiding performance to
achieve  objectives leading to outcomes.

There is a common misapplication of this format to apply to managing
careers and long term goal achievement
.  No disagreement that
objective setting to achieve goals
is reasonable and important for
ourselves, teams and organizations.

AWARENESS OF STRENGTHS VALUABLE
There is no argument that a person is greatly aided in her or his career
quest by doing a 360-degree, self assessment
of emotional intelligence,
hard skills and interests, values and strong talents, personal behavior
tendencies, cultural biases, experiences and expectations. 

Expecting IDPs to do all this is just the beginning of expecting to do
too much.

There are other skills, soft and wise skills, that most IDPs seem to miss.
Some IDPs try to fix weaknesses and others extend a person’s strengths.
Nonetheless, the author needs to own the document and not be just what
the boss wishes.

What are some downsides of exclusively expecting IDPs to be a career
management guide? 
1.  needs to establish desired outcomes in an ever changing marketplace
2.  needs to have clear objectives
        getting a job, any job is not enough
3.  requires specific priorities and have strategies and keystone habits
to focus, limit distractions and understand perfect is the enemy of good.
4.  can put undue pressure on individual if someone else creates the
plan
5.  understand human’s Fear of failure and be resilient (wise skill) 
6.  adapt to changing conditions and needs

There are ways of dealing with the career management uncertainty.  We
need to understand both the piece that IDPs may partially provide, and
all the other pieces that must be supported elsewhere.

This blog suggests that career management have three options in
planning– specific focus, contingent outcomes, and a ‘Z plan’ where
everything works out perfectly.
 

2 Responses to “Comments on Individual Development Plan Templates”

  1. site admin Says:
    Charles Duhigg commented on IDP in a broader context describing how SMART goals setting was started in the 1970s and has evolved through experience to incorporate stretch goals, proximal goals, work-out sessions and reality checks. Chapter 4 on Goal Setting, P. 115-41, Smarter, Faster, Better, by Charles Duhigg, RandomHouse, NY, 2016
  2. site admin Says:


    6 Second Rule 

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