How can you create a career development plan that aligns with your team's personal values?

Values are innate. They are formed in your formation years, arguably before you turn adulthood, especially principles and beliefs that you hold dear. The most important values are formed through life experiences which can have a profound impact on your life’s outlook, decision making and behaviours. We have found that it is difficult to list down your values until you are in a situation where you need to “react or respond” from instincts. We elected to use Drawings to identify our most innate and subconscious behaviours, which is the most fundamental and natural response. It is when it is innate that values are true and core. Not subjected to human bias or manipulation.

- Start with self-assessment: Identify personal values, strengths, and career goals. - Evaluate current role: Understand how it aligns with values and goals. - Set clear objectives: Define specific career milestones and timeframes. - Identify growth opportunities: Explore roles, projects, or training that align with values. - Create an action plan: Break down steps to achieve career goals. - Seek mentorship: Find a mentor for guidance and advice. - Continuously review and adapt the plan: Adjust as values and goals evolve. - Measure progress: Regularly assess accomplishments against objectives. - Maintain work-life balance: Ensure alignment with personal values. #CareerDevelopment #PersonalValues #GoalSetting #CareerPlanning

Start with the end in mind. Where do you want your employees to be in your company within the next 3 - 5 years? Working backwards, identify key development areas each employees would need to achieve that level in the timeframe you need them to.

Here are examples of team values you may follow to ensure that you and your team are collectively productive: Focus on people. ... Open communication. ... Creativity and openness to change. ... Willingness to learn. ... Passion for work. ... Organization. ... Focus on goals and results. ... Strong leadership.

Eine Sache, die ich verstehen will ist beim Team, ist von jedem einzelnen den Treiber zu erfahren. Wenn man tief genug schaut, findet man meistens einen gro?en Teil vom Gefühl, etwas sinnvolles zu bauen und zu einer wichtigen Gruppe dazu zu geh?ren. Sobald jede aus dem Team, auch der Traumkunde w?re, brennt er auch für die Sache und dann kann man herausfinden wie die Karrierem?glichkeiten sind.

For me Evaluate each member of the team in his or her position in the team ,communicate throughout the evaluation with the member being evaluated and praise them on there stong points but also show them their shortfall but not break their spirit . Arrange training on the aspects that need improvement and find ways to promote each team member to the next level in the team . Constant promotion create space for new talent to be trained and motivate the team to not become in the mindset off "ill stay in my position for as long as im here " and means the team will excel and not just be the team....

As mentioned in my earlier contribution, values are innate. Like Talents. You either have it or you don’t. It took decades to be wired into your DNA so it’s part of you, and not in your conscious awareness. It is therefore hard to know for sure, something that is hard wired already. We call this Unconscious Awareness. The only way to identify Values is through Unconscious Awareness by using Drawings. By visualising a sets of 10 symbols (Drawmetrics), our subconsciousness makes decisions for various values related to money, sex, careers, relationships in a very unbiased way; revealing our true values that are deeply important to us. Ie Hard Wired in us.

Defining company goals that trickle down into the team and personal goals is essential. Most employees want to feel they contribute to the company's mission, vision, values, and goals. Therefore, knowing how they are performing against them is imperative, as they feel part of the company and that their journey within it counts. These should be broken down into short, medium and long-term and should be part of their career plan. The overall business goals are comprised of the individual units' objectives, which are then accomplished by the employees, individually or as a team. The employee needs to feel they belong, and therefore, every review should outline their input and output factors aligned with their career plan.

What I found to be a far more meaningful approach to mapping out goals and objectives is to keep this very simple. So often we list goals to fit into a performance cycle component, these goals become tick box and lack meaning. An "aspiration", supported by a handful of quarterly milestones feels realistic and within reach. The "how" you will achieve will be driven by your values and natural style.

Goals are definitely important. I’d take this one step further and help your team identify benchmarks that will let you know you’re on track to achieve those goals along the way. Also consider reflection points at pre-determined points. This gives you a chance to identify if you have obstacles in your way and still have time to handle them and achieve the goal. Worse case scenario, you might realize the inability to meet the goal and either alert management or swap out for another.

This should be a collective effort and part of a collaborative, creative thinking session. I'd want my team to consider how harness collective and individual strengths, what needs to be true to deliver on the plan and how often we check in to ensure we are on track, supporting each other as needed through coaching, joint problem solving and regular feedback.

To create a career development plan aligned with your team's personal values, initiate discussions to understand individual aspirations and values, integrate them into training programs, offer mentoring opportunities, provide growth paths, and regularly review progress to ensure alignment with personal values and team objectives.

Our values typically sticks with us throughout our lives. They only change significantly if and when there are life altering events or crisis that deeply impacts our emotions, health or sense of self worth. Hence it is important to do a values assessment every year or at least once in a few years. Without monitoring how our values change, it is much harder to get alignment with others we work or live with. That is the reason how some relationships drift apart or marriages fail as their life experiences change.

The overall company mission should stay the same. However, the goals to achieve the mission may vary due to the PESTLE forces that could change the company's direction. It is, therefore, critical that any changes at the top trickle down to every employee. Knowing what is happening creates unity and solidarity when the company needs it most. People will leave a sinking ship if they cannot see how it can be saved. However, loyal employees will stay the course if they feel part of the recovery and that their actions count. The same applies to high-performing companies; each employee knows how important their actions are to the success of the overall mission.

This involves open communication and understanding individual aspirations. Initiate one-on-one discussions to identify team members' values, goals, and desired career paths. Tailor development opportunities to align with their values, whether it's skill enhancement, mentorship, or specific projects. Foster a culture that supports continuous learning and personal growth. Regularly revisit and adjust the career development plan based on evolving priorities and values. This personalized approach ensures a harmonious connection between professional development and individual values within the team.