ࡱ> TVS bjbj?? =]]R>@ @ DGGGG$LGW@7L(BX d???????;BD?l>Blp?@t?l?J:? GR=`?,'@0W@2>EE??lll@ :   SampleINCLUDEPICTURE \d \z "file://C:\\WINDOWS\\TEMP\\LDBW.jpeg"INCLUDEPICTURE \d \z "file://C:\\WINDOWS\\TEMP\\LDBW.jpeg" INCLUDEPICTURE \d \z "file://C:\\WINDOWS\\TEMP\\LDBW.jpeg" INCLUDEPICTURE \d \z "file://C:\\WINDOWS\\TEMP\\LDBW.jpeg" American Company Individual Development Plan Joe Climber Confidential March 20, 2009 SCONTRINO ( POWELL Organizational Psychologists M. Peter Scontrino, Ph.D. 9605 Fauntleroy Way SW Jevon K. Powell, Ph.D. Seattle, WA 98136 206-933-6355 www.scontrinopowell.com Scontrino Powell Creating the Individual Development Plan An Effective Plan This plan is a summary of your strengths, career directions and areas on which your development will focus. Effective development plans are: Relevant to your organizations needs Based on an objective, accurate assessment of strengths and needs Focused on challenging development activities targeted to your needs Inclusive and tap others for coaching and feedback on progress Driven by youyou own the plan and implement it Best seen as a journey, not a destination Building the Plan Strengths. These are your towering strengths, abilities that come quickly to mind when people think about what it is you bring to the organization. Career goals. The positions and roles you wish to pursue and the timeframe. Development needs. The key areas on which you need to focus development. To be practical, this needs to be a brief list related to your career goals. Development objectives and actions. Development objectives describe your areas for development. Limit your developmental objectives to one or two Focus on changes in knowledge, skills, or behaviors Action steps provide experiences and practice needed to develop. Steps might include: Further clarification or feedback Actions to be taken within your present job assignment Additional responsibilities or re-assignments Coaching and training Progress reviews with your boss or others at regular intervals You will benefit most from action steps that: Place you outside your comfort zone Provide a diversity of experiences that will broaden your skills and perspectives Improve awareness of your impact on others Give practice needed to perform new skills even under stress Include assignments where either success or failure is possible Include in your plan ways to measure your progress. This should include regular reviews of your plan with your boss, your coach, or any other appropriate people. Strengths Strategic Thinking Able to create strategies and plans to achieve business objectives. Understand the big picture and all the forces at work. Analytical Thinking Apply disciplined market and competitor analysis to identify sales opportunities and focus efforts for maximum impact. Leadership/Working with Others Understand and communicate the vision and business objectives to the team. Motivate others to make sales and achieve business objectives. Career Directions These goals are based on present circumstances and are open to modification. Next 1-2 years: Demonstrate value and success as Sales Manager Next 3-5 years: Advance to Vice President of Sales and Marketing Long-term, 5+ years: Advance to President Development Needs Improve individual performance management skills so I can better manage my sales force. Expand working relationships with peers. Strengthen creative thinking. Development Objectives Development Objective # 1 Build a high performance work environment for my sales team that fosters accountability, creativity, and professional growth. Action Steps: Transform current job descriptions and department goals into a performance management system that ties individual responsibilities, actions, and results to measurable business objectives. Consult boss and HR group regarding this action step. (End of Q1) Establish 1:1 meetings at least monthly that enable direct reports to evaluate progress, seek insights and feedback, and adjust activities. (End of Q1) Hold biweekly team meetings to encourage knowledge sharing and common understanding of progress against objectives. Also use these meetings to have fun and foster creativitydo brainstorming, use mind-bender exercises to get us thinking out of the box. (End of Q1) Work with direct reports to create individual development plans utilizing HR organization and tools (like this template). (End of Q2) Talk with HR department about training programs, either in-house or out, that will help me take performance management to the next level. (End of Q4) Development Objective # 2 Broaden my in-house network while at the same time adding value to the company (so that this is not just a social exercise). Action Steps: Work more closely with Rob and his organization. Ask Rob to assign me to a specific project within his organization where my marketing skills compliment the production team. (End of Q2) Serve on a regional cross-functional committee over the next year. Ask Frank for an appointment ASAP. Expand network through two informal lunches per month with members from different functional organizations to learn new approaches to business opportunities. Development Objective # 3 Strengthen creative thinking skills to make decisions without complete reliance on data. Action Steps: Develop a consulting relationship with Glenn to learn how he thinks business opportunities. Get into his head about how he thinks about making decisions and how he uses his instincts. (This ties in with the networking lunches above.) Attend this years industry conference and have a veteran provide a tour and overview. Identify top products and what makes them number one. Write a one-page summary of findings, including implications for either my group or the company as a whole. Review this with my boss and at least 2 other people. Progress Review Review plan quarterly with 1:1 meetings with boss. Individual development plan Page  PAGE 5  DATE 8/5/09 CF     < H J P ] m n q ijĥČyk^Ohshlc\CJ$OJQJaJ$hshlc\CJOJQJhshlc\5CJOJQJ$hshlc\>*B*CJOJQJphhshlc\5OJQJhshlc\CJ,OJQJhshlc\5CJ OJQJ!hi#hlc\B*CJ8OJQJphhshlc\OJQJjhshlc\OJQJU$jhshQ|6CJ OJQJUhshQ|6CJ OJQJ          < H J /$d%d&d'd-DM 3fNOPQgdlc\2$$d%d&d'd-DM 3fNOPQa$gdlc\ $ !a$gdlc\J K L M N O P ] ^ m n o p &  $gdlc\ $ (a$gdlc\$a$gdlc\gdlc\/$d%d&d'd-DM 3fNOPQgdlc\q y z { | } & ( 9 ; < = i j { ~ ' ( R e p J ^ 3淨~qeW淛hshlc\<CJOJQJhshlc\5OJQJhshlc\CJ OJQJhlc\CJ OJQJhlc\5OJQJhlc\CJOJQJhshlc\CJOJQJhshlc\CJOJQJaJhshlc\5CJOJQJhshlc\CJ$OJQJaJ$" jhshlc\CJ OJQJaJ hshlc\OJQJhshlc\CJOJQJaJ & ' ( ; < i j } ~ 2 t (  & F h!`^ !`^:$00$d%d&d'd-DM 3fNOPQ]0`0a$gdlc\0]0gdlc\ $0]0a$gdlc\( R S e f I J  HI| + & F (h 8 xHX (#8^8 & F h88^8h^h & F & F h!`^+b:45 8 #  xHX (# & F (h 8 xHX (#8^8 ) h8 xHX (# & F (h 8 xHX (#8^84BklRmstz{|}~๭ӟ๭ӟ๭ӟ๭~hlc\hmHnHujhlc\Uh hlc\h hlc\CJhhshlc\5OJQJ\hshlc\5OJQJhshlc\5CJOJQJhshlc\6OJQJhshlc\CJOJQJhshlc\OJQJhshlc\CJ OJQJhlc\OJQJ0tRS & F h^ & F h^  8 xHX (# & F*^:$00$d%d&d'd-DM 3fNOPQ]0^0a$gdlc\7a^ & F%  0^`0:$00$d%d&d'd-DM 3fNOPQ]0^0a$gdlc\h^h & F h^34BAjfkl & F, hh^h  8 xHX (# & F+R & F- ~hshlc\OJQJhlc\hlc\CJhmHnHu hlc\CJhjhlc\CJUhg 0+p,p-p.p/R / =!"#$%4567g 0+p,p-p.p/R / =!"#$%4567g 0+p,p-p.p/R / =!"#$%4567g 0+p,p-p.p/R / =!"#$%4567666666666vvvvvvvvv666666>6666666666666666666666666666666666666666666666666hH6666666666666666666666666666666666666666666666666666666666666666666666666662 0@P`p2( 0@P`p 0@P`p 0@P`p 0@P`p 0@P`p 0@P`p8XV~_HmH nH sH tH D`D NormalCJOJQJ_HmH sH tH @@@  Heading 1$@& 5OJQJf@f  Heading 2*$$$d !%d $&d !'d $-D @&a$5CJ OJQJJ@J  Heading 3$$@&a$56CJH\]DD  Heading 4$$@&a$ 6\]\\  Heading 5$1$&d @& `CJOJQJhtH uDA D Default Paragraph FontViV 0 Table Normal :V 44 la (k ( 0No List 4>4 Title$a$5CJ 4@4 Header  !4 @4 Footer  !@/!@ ChaptSubhead5CJOJQJDC2D Body Text Indent h^h\B@B\ Body Text+ & 8 xHX (#CJ:J@R: sSubtitle$a$5CJ8BaB s Subtitle Char5CJ8OJQJPK!K[Content_Types].xmlj0Eжr(΢]yl#!MB;BQޏaLSWyҟ^@ Lz]__CdR{`L=r85v&mQ뉑8ICX=H"Z=&JCjwA`.Â?U~YkG/̷x3%o3t\&@w!H'"v0PK!֧6 _rels/.relsj0 }Q%v/C/}(h"O = C?hv=Ʌ%[xp{۵_Pѣ<1H0ORBdJE4b$q_6LR7`0̞O,En7Lib/SeеPK!kytheme/theme/themeManager.xml M @}w7c(EbˮCAǠҟ7՛K Y, e.|,H,lxɴIsQ}#Ր ֵ+!,^$j=GW)E+& 8PK!\theme/theme/theme1.xmlYOoE#F{o'NDuر i-q;N3' G$$DAč*iEP~wq4;{o?g^;N:$BR64Mvsi-@R4Œ mUb V*XX! cyg$w.Q "@oWL8*Bycjđ0蠦r,[LC9VbX*x_yuoBL͐u_. DKfN1엓:+ۥ~`jn[Zp֖zg,tV@bW/Oټl6Ws[R?S֒7 _כ[֪7 _w]ŌShN'^Bxk_[dC]zOլ\K=.:@MgdCf/o\ycB95B24S CEL|gO'sקo>W=n#p̰ZN|ӪV:8z1f؃k;ڇcp7#z8]Y / \{t\}}spķ=ʠoRVL3N(B<|ݥuK>P.EMLhɦM .co;əmr"*0#̡=6Kր0i1;$P0!YݩjbiXJB5IgAФ޲a6{P g֢)҉-Ìq8RmcWyXg/u]6Q_Ê5H Z2PU]Ǽ"GGFbCSOD%,p 6ޚwq̲R_gJSbj9)ed(w:/ak;6jAq11_xzG~F<:ɮ>O&kNa4dht\?J&l O٠NRpwhpse)tp)af] 27n}mk]\S,+a2g^Az )˙>E G鿰L7)'PK! ѐ'theme/theme/_rels/themeManager.xml.relsM 0wooӺ&݈Э5 6?$Q ,.aic21h:qm@RN;d`o7gK(M&$R(.1r'JЊT8V"AȻHu}|$b{P8g/]QAsم(#L[PK-!K[Content_Types].xmlPK-!֧6 1_rels/.relsPK-!kytheme/theme/themeManager.xmlPK-!\theme/theme/theme1.xmlPK-! ѐ' theme/theme/_rels/themeManager.xml.relsPK] < <i<<;======================@q ~J & ( +CDECCCC!(*,3:@!TTOR$څʥɲ}R$Pr'PsR$-Pxy@Cfb$Vc2z|s@0( B B S  ?purpose''TTR5<I R:::::-Z  ] VxJ0 b 6 J>U&^ bQ  [#Rx[2' 7W])Rx)J>Uz*J)D * bZ-Mwb0RxfNo0T,2N56x6 6UQ;Rx ; dXA8pڼUA J=CMSH 6TiIMjKMY b)YVxKYZ 6)'+` k 6vlM3-m bgFSm b6m bG6n b"_n &p bxSsR=s 7ysM]{zRxuB4{M0KRxhh^h`.0^`0CJOJQJo(^`o(.hh^h`CJOJQJo(hhh^h`.h 88^8`OJQJo(oh ^`OJQJo(h   ^ `OJQJo(h   ^ `OJQJo(oh xx^x`OJQJo(h HH^H`OJQJo(h ^`OJQJo(oh ^`OJQJo(^`o(.hh^h`.0^`0CJo(.hh^h`CJOJQJo(0^`0CJo(.h ^`OJQJo(h ^`OJQJo(oh pp^p`OJQJo(h @ @ ^@ `OJQJo(h ^`OJQJo(oh ^`OJQJo(h ^`OJQJo(h ^`OJQJo(oh PP^P`OJQJo(h^`.h^`.hpLp^p`L.h@ @ ^@ `.h^`.hL^`L.h^`.h^`.hPLP^P`L.^`o(.  ^ `.0^`0CJo(.hh^h`o(.88^8`.L^`L.  ^ `.  ^ `.xLx^x`L.HH^H`.^`.L^`L.h ^`OJQJo(h ^`OJQJo(oh pp^p`OJQJo(h @ @ ^@ `OJQJo(h ^`OJQJo(oh ^`OJQJo(h ^`OJQJo(h ^`OJQJo(oh PP^P`OJQJo(^`o(.^`.pLp^p`L.@ @ ^@ `.^`.L^`L.^`.^`.PLP^P`L.hh^h`CJOJQJo(0^`0CJo(. hh^h`OJQJo(hhh^h`.h88^8`.hL^`L.h  ^ `.h  ^ `.hxLx^x`L.hHH^H`.h^`.hL^`L.hh^h`.  ^ `.hh^h`CJOJQJo(  ^ `.  ^ `.^`o(.0^`0CJOJQJo(hh^h`CJOJQJo( hh^h`OJQJo(hh^h`CJOJQJo(  ^ `.^`o(.^`o(.^`o(.^`o(. hh^h`OJQJo(^`o(.h ^`OJQJo(^`.pLp^p`L.@ @ ^@ `.^`.L^`L.^`.^`.PLP^P`L.hh^h`CJOJQJo(  ^ `.0^`0CJo(.  ^ `.0^`0CJo(.-)YQ ] "_n ;)'+`ZUAysG6n6mZ-Y x6SH&pgFSm *&^3-mJ0 kKYZJ=CR=s[2'TiIuB4{jKwb0W])UQ;0K]{z[#vl),2N56xSs fNo0z*dXA--                                                                        lc\:QR@@UnknownGTimes New Roman5Symbol3 Arial7Calibri9 Webdings? Arial Black;Wingdings? Courier New"hcf`+f]+f_: )24d 3q?': 0HC:\Program Files\Microsoft Office\Templates\Brief doc with title box.dot Sample IDP Jevon Powell Jevon Powell-                           ! " # $ % & ' ( ) * + ,  Oh+'0, DP t   ' Sample IDPJevon PowellH\Program Files\Microsoft Office\Templates\Brief doc with title box.dotJevon Powell21Microsoft Macintosh Word@J6@NX] @V+@ _: ՜.+,0 hp  'Scontrino & Assoc.)   Sample IDP Title  !"#$%&'()*+,-./0123456789:;<=>?@ABDEFGHIJLMNOPQRURoot Entry FB W1TableFWordDocument=SummaryInformation(CDocumentSummaryInformation8KCompObj` F Microsoft Word 97-2004 DocumentNB6WWord.Document.8