What Does IDP Stand for in Your Organization?

What Does IDP Stand for in Your Organization? By Julie Winkle Giulioni | Comments. The human resources lexicon suggests that the universal definition of ... Top × (626)799-3418EmailJulie     Discoveryouruniquedevelopmentpriorities.TaketheMultidimensionalCareerSelf-Assessment. BeginAssessment       ThehumanresourceslexiconsuggeststhattheuniversaldefinitionofIDPisindividualdevelopmentplan,theprocesswherebyleadersandemployeesengageincareerandprofessionalplanningconversationsdesignedtopromotegrowth,engagement,retention,andresults. But,intoomanyorganizations,IDPalsostandsfor‘indifferentlydecliningtoparticipate.’Busymanagersandleadersstruggletomakethetime.Andevenwhentheydo,theconversationsfrequentlylackthedepth,insight,inspiration,andtacticalstepsrequiredtogofromideationtoaction.They’refrequently‘check-the-box’activitiesdoneforthepurposesofcomplianceversusconnection–lackingheartandmeaningfulfollow-up. It’sunderstandablehowwe’vecometothispoint.Inanefforttoensurethatthiscriticalactivityhappens,systemsandprocesseshavebeenwell-meaninglyimplemented–leavingoverwhelmedleaderswithonemoreto-doontheirendlesslists.And,let’sfaceit…manyleadersdon’tknowwhatexceptionaldevelopmentplanninglookslikebecausethey’venotexperiencedthereceivingendofthatconversation.Finally,becausecareerdevelopmenthasbeenmistakenlyconflatedwithpromotions(whichareinshortsupply),manymanagersworkhardtoavoidconversationsthatwillcontributetofrustrationanddissatisfaction. So,howcanwetransformtheIDPfromsomethingthatpeopleindifferentlydeclinetoparticipatein,tosomethingthat’sinspiring,delightful,andprogress-generating?Itallstartswithanewmindset,onethatrecognizesandelevatesthepartnershipbetweenleadersandemployees.Takethisquickquiztoconductyourowndevelopmentmindsetcheck-up. Towhatextentdoyoubelievethefollowing?                               1=Notatall  7=Strongly 1 Employeesowntheirdevelopmentandleadershaveakeyroleinsupportingthem. 1 2 3 4 5 6 7 2 Thefreeflowofcandidinformationpromotesdevelopmentrelationshipsandopportunities. 1 2 3 4 5 6 7 3 Sustainablecareerdevelopmentisbasedupontrust. 1 2 3 4 5 6 7 4 Employees,leaders,andtheorganizationhaveamutualinterestineveryone’sdevelopment—weallhaveastakeinseeingeachothergrow. 1 2 3 4 5 6 7 5 Careerdevelopmentoffersvaluetoemployeesandtheorganization. 1 2 3 4 5 6 7 6 Meaningfuldevelopmentcanhappenanytimeandanywhere. 1 2 3 4 5 6 7 7 Ongoingconversationuncoverschangingneedsandevolvingopportunities. 1 2 3 4 5 6 7 YourTotal______ Thesebeliefscreateamindsetthatfacilitatesmeaningfulconnections,enablesconversation,andanexpandedawarenessofhowdevelopmentoperates.Thesebeliefsallowforadevelopmentpartnershipbetweenleadersandemployees–onethat’ssatisfyingandproductive. Ifyouscored45orabove,youhavethisdevelopmentpartnershipmindset.Useitgenerouslyandshowothershowit’sdone. Scoresof40-45suggestastrongpartnershipmindsetthatyoucancontinuetobuildupon. Scoresof35-39indicatethatyoupossesssomeaspectsofthismindsetthatserveyouwell.Andtherearesomeareasthatcouldbenefitfromfurtherconsiderationandeffort. Scoresbelow35offeranopportunityforyoutoreallyconsideryourexperienceofdevelopment,itsimportancetoothers,andhowyoumightapproachitdifferently. Effectivedevelopmentplanningbeginswiththerightmindset.Butitalsorequiresspecificskillstooperationalizeyourbeliefsinawaytoresultinthemeaningfuldevelopmentofothers.IhadthepleasureofpartneringwithBerrett-Koehlertodevelopafreee-guidethataddressedthistopic.Itexplores: ThereasonswhyIDPssofrequentlyfallshortofwhat’spossible. Howtransformingtheprocesscandelivertheresultsorganizationsneed,managersstrivefor,andemployeeswant. Strategiesformakingthemostofthisemployeetouchpoint. Actionabledosanddon’t’sthebusyleaderscanputintopracticetoday. Downloadthefreee-guide, IgniteDevelopmentPotential:TheModernIDPtoday–andgofrom‘indifferentlydecliningtoparticipate’to‘inspired,dedicated,andpurposeful’inyourindividualdevelopmentplanningefforts. LeaveaReplyCancelreplyYouremailaddresswillnotbepublished.Requiredfieldsaremarked*Comment*Name* Email* Website Δ ThissiteusesAkismettoreducespam.Learnhowyourcommentdataisprocessed.   818-219-7988    [email protected]          Copyright©2022JulieWinkleGiulioni PrivacyPolicyTermsofServiceDisclaimer