Welcome to Guiding the Development of Others(ppt)
Welcome to


Why Career Development at Dell?
External
Marketplace demands
Competition
Internal
Necessary for Functional & Organizational Excellence
Internal Feed for Developing Expertise
Personal development

Aligning individual talents and interest to company goals is the key to CHAMPIONS
Two Elements of a Development Culture
Career Development Philosophy

Performance vs. Career Coaching What’s the Difference?
Performance
Measured against standards
It’s focused on organizational goals
Usually short term focused
Career
Neutral & non-biased
Blend of personal and organizational goal
Usually long-term point of view
Using Key Principles in Career Coaching
Maintain and enhance self esteem
Listen and respond with empathy
Ask for help and encourage involvement
Share thoughts, feeling, and rationale
Provide support without removing responsibility
Five Coaching Roles
Sustainer
Appraiser
Facilitator
Clarifier
Advisor


Roles & Responsibilities Self Discovery
Manager
Seeks understanding of employee’s assessment results in order to leverage for development planning discussions


Employee
Complete available self assessments/Attend appropriate programs
Career Self Assessment Workshop
Taking Charge of Development



Roles & Responsibilities Assess
Manager
Identify employees strengths / development needs



Employee
Identify strengths/development needs
Collect feedback from others



Roles & Responsibilities Discuss
Manager
Help employee articulate and define career goals
Identify appropriate career strategy
Provide feedback on feasibility of career goals.



Employee
Share goals and interests with manager
Agree on goals with manager
Take actions to support goals



Career Coaching Challenges
Imposing your career or values
Lack of follow up
Ignoring feelings
You end up with all the work
Lack of time


Roles & Responsibilities Plan
Manager
Brainstorm development activities for IDP
Shows commitment and support
Expresses benefits of employee achieving development plan
Employee
Brainstorm development activities
Create IDP
Execute activities and ask for manager support as needed
Components of the IDP & Best Practices
How People Really Learn


Roles & Responsibilities Manage
Manager
Conducts monthly/mid yr. Review and provides ongoing feedback
Provides guidance and encouragement as needed
Works with employee to revise IDP activities and focus as necessary



Employee
Measure and monitors development activities
Collects feedback on progress from appropriate people
Initiates monthly progress reviews with manager
Revises IDP activities with manager as necessary
Progress Updates
Bringing it all Together!

Benefits of Career Development Discussion
Employee
Increased job satisfaction
Greater responsibility for career management
More organization loyalty
Greater results orientation
Increased productivity
More effective employee-manager communication

Manager
Enhanced reputation in organization as people developer
Increased skill in managing their own careers
Heightened understanding of organization
More focused IDP discussions
Greater retention of quality employees
Things to Take Away!
Objectives
Career Development Philosophy
Five Key Coaching Principles
Maintain and Enhance Self Esteem
Listen and Respond with Empathy
Ask for help and encourage involvement
Share thoughts, feeling, and rationale
Provide support without removing responsibility




Welcome to Guiding the Development of Others(ppt)