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DARCY WALKER MANAGEMENT REPORT 06.16.2020 <br />WORKING WITH DARCY WALKER <br />To effectively manage the information provided to Darcy Walker in this report we recommend creating <br />a plan to initiate understanding and accountability for expected outcomes. The Individual Development <br />Plan is a tool that is effective in accomplishing this goal. <br />Leaders follow through on development plans when the leadership need is directly linked to a business <br />challenge or strategy. Think of the Individual Development Plan as any other project or business plan. <br />Design the plan to be realistic, to consist of actions your manager can take every day on the job, and to <br />tie directly to organizational priorities. <br />i N ui i uuAL DEVELOPMENT PLAN - ACCOUNTABILITY PROCESS <br />The manager has been tasked with creating an Individual Development Plan (IDP). Your role is to coach <br />Darcy Walker on situations related to the IDP, provide feedback, and reinforce acceptable behaviors. <br />Providing this input will help fulfill the intent of the IDP. <br />First, help the manager identify what they should begin to do differently to improve a skill or behavior, <br />then, have them start doing it. Most often the best course of action for personal and professional <br />growth is obvious and easy to recognize. Next, connect the development of the particular skills to <br />business improvement and agree that the development in these areas is important. Only when they <br />have recognized changes are needed, can they effectively develop an Individual Development Plan. <br />Finally, create the development plan. The IDP need not be complex. The most significant development <br />opportunities take place on the job, so the development process is facilitated as part of current job <br />responsibilities. <br />To begin this process of growth, we recommend the K-S-S Method which is explained in detail in the <br />Areas of Focus section which follows. <br />COACHINe.& M ►N GEMENT CONSInFI TI Nm <br />These are suggestions which may help you use the information in this report to effectively help the <br />manager grow and develop in the job. Consider these suggestions as you refer to the previous pages. <br />1. Executive Competency Overview Graph <br />• Look for Gaps (a difference of 1.0 or more) flagged on the report. Make sure you are aware <br />when and where gaps exist. <br />• Look at the ratings relative to the Favorable Zone. Pay particular attention to those ratings <br />farthest away from the Favorable Zone. <br />2. Executive Skill Set Summary <br />• Note those Skill Sets that are rated below the Favorable Zone. These may need particular <br />attention from the manager. <br />• Encourage Darcy Walker to also further develop those skill sets that are in or above the <br />Favorable Zone. <br />3. Critical Skills Alignment Summary <br />• Pay particular attention to those skill sets upon which you and the manager disagreed. <br />These are the skill sets chosen only by you or only by the manager. This suggests a potential <br />difference in expectations between you and Darcy Walker. <br />• Make sure the manager understands your expectations about which critical skill sets <br />should receive the most focus. <br />4. Executive Summary <br />© by John Wiley & Sons, Inc. All rights reserved. Reproduction in any form, in whole or in part, is prohibited. <br />23 <br />