Date development plan is to begin:
8/19/2006
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List the most important functions of the employee's job in priority order.
1. As a representative of management, support the company mission, vision, strategic plan, goals and management decisions; establish unit//department mission and goals
2. Interpret and ensure self and subordinate employees are in compliance with company and unit/department policies, union agreements, and laws
3. Provide leadership and manage the unit/department; make decisions; solve problems; develop unit procedures; develop records/files; conduct meetings; represent unit/department/ at internal and/or external meetings
4. Manage the employee hiring process; develop or update job descriptions; develop performance expectations, identify essential functions and knowledge needs, skills and abilities required
5. Manage employee and team performance; provide new employee orientation; train or provide adequate training for employees; coach, counsel and motivate employees; evaluate employees; implement disciplinary action as needed and in consultation with appointing authority and Human Resources
6. Manage and ensure effective employee/labor relations; create an ethical, non-discriminatory and safe work environment; establish effective communication lines/methods; identify and solve employee problems; manage conflict; respond to grievances
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Areas selected for development:
Emotional Development
Assertiveness
Competitiveness
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How these areas of development can impact performance:
Emotional Development: You may be too patient with subordinates. It is appropriate to give them time to work out solutions on their own, but you must be proactive in pushing them to resolve problems.
Assertiveness: You need to lead your team. You must be willing to direct subordinates and project authority as required. They are looking to you for leadership. Don’t be timid in making suggestions, not only about the solution, but the steps that need to be taken to make the solution become reality.
Competitiveness: Goal setting is an important aspect of management. You must set goals that can be obtained but are not so easy that you do not grow when reaching them. Competition is good! Compete against your previous best efforts and try to exceed them.
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Action plan steps to take:
1. Become more proactive in your management approach. Set daily goals regarding what you want your team to accomplish each day.
2. Be a leader. Don’t wait for your team to make the next move, you suggest what the next step should be and attempt to move the team in that direction.
3. Set realistic goals for yourself and your team. Try to increase the goals every month. Each week monitor your progress relative to your goals and try to reach your goal well before the end of the month. Do not set the goals so low that they are easily reached - stretch yourself and your team.
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Resources to use:
Flexibility - Development Book Suggestions:
"Negotiating for Business Results" by Judith Fisher
"Creativity At Work" by Dorothy S. M. Yep
Emotional Development - Development Book Suggestions:
"Life By Design" by Dr. Rick Kirschner
"Get Ahead! Stay Ahead!" by Dianna Booher
Assertiveness - Development Book Suggestions:
"Assertiveness Skills" by Nelda Shelton & Sharon Burton
"Negotiating For Business Results" by Judith Fisher
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Time frame:
Work on all three steps of the action plan simultaneously for 30 days. They are interrelated, so working on them in conjunction will help.
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Desired results:
1. More proactive management of subordinates
2. Better performance through goal setting
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Next meeting date:
9/18/2006
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