“I went to a bookstore and asked the saleswoman, ‘Where’s the self-help section?’ She said if she told me, it would defeat the purpose.”     George Carlin

Sometimes clients or their team members will have trouble articulating a clear developmental plan. It can be easy to get lost in the weeds. Regardless, high level leaders are always looking at areas to improve.

Planning a person’s or one’s own development does not have to be complicated, but it does require precision. Answer the questions below to get started.

  1. What is the perceived performance/skill gap?
  2. What is the evidence of the performance/skill gap? [e.g. people have remarked upon your poor communication, situations requiring good communication consistently blow up in your face, etc.]
  3. What is the specific benefit to be derived from development in this area?
  4. What specific behaviors/skills will you practice? [e.g. employ more diplomacy and tact in communications]
  5. What resources will you use? [e.g. take a class, read a book, get a coach…]
  6. How will you know you improved? [e.g. less instances of emotional reactions to your communications]

Once you have answered the previous questions you will be well on your way to solid steps for positive development. Good luck!


Photo Flickr Creative Commons Charlie Bird, Goal Line.