personal development plan

I’ve never been a fan of anything that can feel like a box tick or a paper pushing exercise.  I recall plenty of such exercises from my time in corporate America, and I’m sure you can also relate.  But there are also things that often get treated as such that shouldn’t be — personal development plans are one example that comes to mind.  Who has time for these annoying things when there is work that needs to be done?  Besides, don’t people learn more quickly and effectively if they just throw themselves in at the deep end and figure it out?  Challenge builds resilience after all! Interestingly that used to be my approach to learning and development.  When I transitioned my career from risk management to leadership development, I unconsciously and somewhat ironically took that approach.  One day I worked in one department and the other day I worked in a completely different part of the organization in a totally new role, with no thought to what competencies I was strong and weak in, what I may have been lacking, who I could turn to for help, what resources were there to support me.  I had initiative and passion and that was enough, right?  It had gotten me through the interview and that was good enough as far as I was concerned.  Off I rode on my white horse to save the day on a passionate high, totally blind to what lay before me. Six months in I literally wanted to jump off a cliff.  Every day I considered resigning.  Nothing I produced seemed to be good enough.  I knew I was missing the mark, but I wasn’t sure why.  I was running completely in a reactive state and a place of fear, almost paranoia.  I felt like I couldn’t trust anyone or anything.  My relationship with my boss and coworkers became strained as I buckled under the stress.  I had always prided myself on being a high performer.  And high performers can perform regardless of the context, right?  Otherwise, they’re not high performers.  The judgment from my boss (which trust me was substantial) was nothing compared to the internal shame and judgment I put on myself day after day.  Looking back, it’s fair to say it was the most painful chapter of my life to date.  A Personal Development Plan supports sustainable growth, not growth at all costs… All this to say, “winging it” is not the best strategy if you really want to learn and grow in a sustainable way.  While I did learn a lot and grow a lot from that experience, it came with a huge cost.  I spent quite a bit of time working to build back my self-confidence and sense of self-worth from that experience.  And that took years, not months by the way.  But this kind of thing can be deceptive, especially when we’re bombarded with messages that you need to “feel the fear and do it anyway,” or constantly be setting “Big, […]

“So we have a new Chief Revenue Officer, and he set up a meeting to get to know me and share some ideas for where he sees the direction of Marketing.  And then he asked me a question – and I’m not sure if I answered it right.” “What was the question?” “He asked me where do I see my career going.  And I didn’t know what to say and I told him I’m happy with where I’m at.” Heed the career warning of the Cheshire cat I smiled. It reminds me of something the Cheshire cat said in the story of Alice in Wonderland.  Alice is wandering through the wilderness and comes to a fork in the road where she meets the Cheshire cat.  The cat asks Alice where she’s going and Alice responds that she doesn’t know.  To which the cat brilliantly responds – “If you don’t know where you’re going, any road will take you there.” I also smiled because I hear this all the time, especially from women leaders.  Like Alice, we often don’t have a good answer to this very important question.  We even misconstrue this question.  We think it’s a test of loyalty – are they trying to figure out if I’m wanting to leave the organization?  Or a test of arrogance – If I say I want their job eventually will they think I’m all high and mighty?  Will they get threated by my ambitions?  I should just be happy with where I’m at – right? Yes and no.  You may be perfectly happy with where you are in the organization now, and yet, it’s important you have a sense for where you want your career to go in the longer term.  These aren’t mutually exclusive.  Thinking about the trajectory of your career is a both and, not an either or. Being proactive about your career isn’t being pompous “But I don’t want to be CRO.  The thought of it scares me.”  She went on to say. But here’s the point.  The thought of it might scare you now, but what about in 5 years?  It’s one thing to do your due diligence on career planning and then say, this is the career path I think will be best for me, and here is a considered reason why based on research and sound analysis.  I like being close to the impact, I enjoy the execution and tactics more than the strategy and see myself more in a marketing operations role rather than a CRO role.  Fair enough.  But more often than not, we exclude things from our path because they seem too big or because of a fear of the unknown.  Or we worry about being perceived as overly ambitious and don’t want to rock the boat.  Take active management of your career Taking an active role in the management of your career implies just that.  I’m thinking about it, I’m working to create goals for the short term, the mid-term, and the […]

Life is full of annoying administrative tasks you have to do.  You may be thinking, why should I add another one to the mix?  Besides, isn’t my boss responsible for guiding my career and sharing developmental opportunities with me?  Wrong, wrong, wrong.  One of my favorite sayings in life comes from the immortal mouth of the Cheshire cat in Alice in Wonderland – “If you don’t know where you’re going, any road will take you there.” What is a Personal Development Plan? A personal development plan is a succinct document that summarizes three important things: 1) Your key skills and experiences to date 2) How you’re looking to develop your skills for the future 3) What roles you’re looking to aspire to as you progress your career When I help career coaching and leadership coaching clients put one of these together, we often start backwards and answer question three:  Where do you want to go with your career?  That then informs what skills/experiences you will need to get there – which is question two.  What skills may you be lacking?  What experiences will help you grow and make you the right candidate for that coveted role? The value of a Personal Development Plan To the extent you’re focused and actively managing your career, opportunities won’t literally pass you by.  That pet project that will give you added visibility?  You’ll know to ask for it, particularly if you’re looking for the all-important promotion.  And the added benefit of asking your line manager to complete the personal development plan exercise with you, means it’s also on their radar screen as well. Who needs a Personal Development Plan? You do, no matter how early or late you are in your career, no matter what track your career is on.  It’s important you start thinking about this right away when you’re in a new job.  And if it’s not on your manager’s radar screen, initiate the conversation yourself.  Prepare a draft, ask for their input.  Ultimately, it’s up to you to be in the driving seat of your career!   Shelley Pernot is a leadership and career coach who is passionate about helping her clients discover their strengths and talents and find a career that utilizes them.  Reach out to me here for a free consultation to learn more about the coaching process and how it may benefit you!