Career Development Basics
Career Development for Managers, Leaders, and Professionals:
Making the Most of What You Have and More of What You Don't
By Jay S. Prince, Ph.D.
Career Development for Managers, Leaders, and Professionals:
Making the Most of What You Have and More of What You Don't
By Jay S. Prince, Ph.D.
Development is
about knowing yourself even better--well enough to make true, lasting
behavioral changes--and a viable plan to meet your change objectives.
To do that, you'll need:
-
Solid, valid feedback about all of your strengths and weaknesses
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Multi-lateral motivation to make the necessary changes, and
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Change partners for your development initiatives.
Together,
these three elements serve as the infrastructure for your Action Plan,
which guides your achievement of measurable results. Let's take a closer
look at these three elements.
Feedback
Use high-tech, state-of-the-art assessment instruments to provide detailed feedback about your "work personality," namely your strengths and weaknesses in your Thinking Style, Emotional Style, Work Motivations, Interpersonal Style, and Interpersonal Influence.
This information will tell you where there are gaps between your potential and your present level of performance. These are targeted areas for growth. You then use the feedback you collect from these assessment tools to construct the goals for your Action Plan. "I have to communicate better with the members of my team", "I need to be more perceptive about people", "I need to become more comfortable in social situations."
Many people make the mistake of trying to guess or quickly decide where they need to improve. This is usually insufficient. Why? Because, quite simply, you don't know yourself and your flaws as well as you think you do. In fact, there's a part of our mind that rather likes to keep these deficits out of our awareness. That is why we recommend using a more objective, validated approach to assessing your work personality. There are several fine instruments available for this purpose.
Feedback
Use high-tech, state-of-the-art assessment instruments to provide detailed feedback about your "work personality," namely your strengths and weaknesses in your Thinking Style, Emotional Style, Work Motivations, Interpersonal Style, and Interpersonal Influence.
This information will tell you where there are gaps between your potential and your present level of performance. These are targeted areas for growth. You then use the feedback you collect from these assessment tools to construct the goals for your Action Plan. "I have to communicate better with the members of my team", "I need to be more perceptive about people", "I need to become more comfortable in social situations."
Many people make the mistake of trying to guess or quickly decide where they need to improve. This is usually insufficient. Why? Because, quite simply, you don't know yourself and your flaws as well as you think you do. In fact, there's a part of our mind that rather likes to keep these deficits out of our awareness. That is why we recommend using a more objective, validated approach to assessing your work personality. There are several fine instruments available for this purpose.
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