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Making Your Development Plan Work for You September 2016

Making Your Development Plan Work for You September 2016. Agenda. Development plan overview What “good” development plans look like Eaton resources: overview and test drive Eaton University Career Management Website Eaton Leadership Model. Why Focus on Employee Development?.

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Making Your Development Plan Work for You September 2016

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  1. Making Your Development Plan Work for YouSeptember 2016

  2. Agenda • Development plan overview • What “good” development plans look like • Eaton resources: overview and test drive • Eaton University • Career Management Website • Eaton Leadership Model

  3. Why Focus on Employee Development? • Eaton Philosophy – Learning • We continuously learn, grow and change • Accelerating change in our global markets requires us to embrace new ideas and continuously adapt to new challenges to meet rising customer expectations • We utilize the resources and support available to learn, apply new skills and pursue opportunities for self-development

  4. What are Development Goals? Results-based statements that describe your planned development accomplishments for the upcoming year. Should include experiences, training, and other activities that contribute to your development and job performance. Development goals should prepare you to take on greater responsibility, or make more effective use of your strengths in your current position. Each employee should have 1-2 well-constructed development goals. At Eaton, development includes activities that align to the current role and may also include activities that prepare individuals for futureroles

  5. Development Goals are Not • Development goals are not • Just for poor performers • Just for top talent • Just done once a year • A guarantee for better performance or a promotion • Just about attending training • Optional

  6. Development Goal Setting Process

  7. Crafting a Well-Written Development Goal A good development goal includes: • What needs to be learned/improved • Actions you will take to improve in this area • An associated timeline • A well-written development goal is based on a 70/20/10 model. The focus is 70% on-the-job training, 20% on informal learning from managers, coaches, mentors, or co-workers, and 10% on formal learning.

  8. Development Goal Examples • Projects: • Stretch assignments • Special projects • Leadership role • One-Time Development: • RIE and other CI events • Training • Job shadowing • Relationship-Based: • Networking • Mentoring

  9. Development Plan Resources • Eaton University JOE Home > HR Services > Learning (Eaton University) • Functional Colleges • Eaton Leadership Center • College of Personal Skills • Career Management website JOE Home > HR Services > Career Resources > Career Management • Eaton Leadership Model JOE Home > HR Services > My Performance > Eaton Leadership Model

  10. Eaton University • Eaton University offers a wide variety of learning resources for employees, including specific colleges targeting at building skills and competencies based on your individual development needs.

  11. Career Management Website • Eaton’s Career Management website contains tools and resources that help to: Employees Managers • Identify your ideal career fit • Assess your reputation and solicit feedback from others • Evaluate trends, changes and cultural norms and the implications of your career • Identify multiple career choices that meet individual and organizational needs • Prepare for a career conversation with your manager • Use a dialogue structure for career conversations • Offer ‘reality check’ feedback and guidance regarding professional reputation • Identify organizational and individual benefits of career coaching • Help employees explore multiple strategies to enhance career satisfaction and success • Tailor coaching approach to meet individual employee needs • Apply a process that encourages ongoing career development accountability

  12. Eaton Leadership Model • The Eaton Leadership Model is made up of Competencies that are the specific skills, knowledge and behaviors needed to meet these expectations. • While there are two different models for Professionals and Managers, everyone must demonstrate leadership to achieve Eaton’s vision, strategy, and culture. Success at Eaton is defined by the Eaton Leadership Model. Eaton Leadership Model – Managers of People Eaton Leadership Model - Professionals

  13. Competencies

  14. Using the Eaton Leadership Model (ELM) for Development • Review “skilled” and "talented" behaviors of the competencies to identify strengths and areas for development. Behaviors can be found below each competency in the guides. • Use the "Tips to Develop" section of the competency to identify specific actions. • The color coding of each competency throughout the guide indicates the difficulty to develop that particular competency. • The competencies in black text have not been assigned a level of difficulty. The more difficult, the more focus and energy is required. • Red = Difficult to develop • Yellow = Moderate to develop • Green = Easier to develop

  15. Develop Yourself and Others

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