Agenda - Council Work Session - 04/22/2025

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Profiles CheckPoint 360° Competency Feedback SystemTM Individual Development Guide for Sally Sample Areas of Focus You cannot risk leaving your personal development to chance; planning is essential. How many times have you stated to yourself or others your intentions to act but fall back into old habits? Leaders follow through on development plans when the leadership need is directly linked to a business challenge or pain point. Think of your Individual Development Plan (IDP) as you would any other project or business plan, and design it to be realistic, to consist of actions you can take every day on the job, and to tie directly to organizational priorities. Developing Your Individual Development Plan People tend to play to their strengths. So, too, do leaders - choosing to utilize one skill over another due to their personal proficiencies. They have the knowledge and experience to use certain skills in almost any situation. If, as a leader, you don't favor or simply lack proficiency with a skill that is deemed important to your organization, there are two steps you can take immediately to get started in your development. First, if you know what to do differently to improve a skill or behavior, do it! Second, create an Individual Development Plan. Your Development Plan need not be complex. Most often, your best course of action for personal and professional growth and development is obvious and easy to recognize. The most significant development opportunities take place on the job and are totally under your control. To begin this process of growth, you need to use the K-S-S Method: K = actions you should KEEP doing, which are things you already do well. KEEP doing them! S = actions you should STOP doing. As you analyzed your Feedback Report, you recognized behaviors that bring negative results - it was an indication of something you should STOP doing. S = actions you should START doing. You have learned things you could be doing to enhance your effectiveness. START doing them at the earliest opportunity. As you add to your knowledge base and acquire ideas for better leadership performance, form the habit of doing them. Make START doing a regular part of your development process. You can get started on your Individual Development Plan with this simple process: 1. Consider your ratings on the survey behaviors in your Areas of Focus and identify the leadership skills and supporting behaviors that you are going to work on. 2. Review the lists of Challenging Activities for the supporting behaviors in your Areas of Focus which are included on the following pages. 3. Then, using the K-S-S Model, identify those actions appropriate to Keep doing, actions to Stop doing, or actions to Start doing.