Creating a Personal Development Plan

Have you ever been in the situation as a line manager when you need to inspire one of your team members to think about their personal development plan? Maybe you are struggling to pull your own personal development plan together?

Here are some useful work related questions that might help you to kick things off…

  • What has excited you at work in the past?
  • What would help you gain even more job satisfaction and will benefit you and the team/business?
  • Think outside of your role/team/office/business area – is there anything that really intrigues you?
  • What do you need to do to be the best that you can be in your job?
  • Is there anyone that has a similar job to you that you really admire? What could you learn to help you achieve what they achieve?
  • What gives you personal job satisfaction?

Also, here are some more personal questions you may wish to ask…

  • What motivates you?
  • What are your options to increase your motivation?
  • Where do you want to be in 5 years’ time? What do you need to do this year to help you get there?

In summary…

Personal development planning isn’t a process based on tasks and outcomes, it is an opportunity to understand how people tick and help them to achieve their goals and ambitions. The better you understand your people and their goals both in and out of work, the stronger your relationship will become.

As Richard Branson is quoted as saying, “Train people well enough so they can leave, treat them well enough so they don’t want to”.