Employee Development Program

Develop powerful employees within your company

These services guide people through a process to identify personal and professional goals and develop a strategy for professional development.

Symptoms of poor professional development

  • A company filled with highly qualified and energetic people, with a staff turnover of more than 25% every year.
  • An organization that has so much potential in its human resources, but can’t seem to meet its sales goals.
  • A department that always ran smoothly, but has a sudden drop in productivity.

These problems are often associated with under-utilized, misappropriated, and/or disgruntled employees. If your company or department is facing these or similar challenges, it may be a time to make adjustments to your team.

Using a combination of the Myers Briggs Type Indicator® and other awareness building exercises, individuals will be able to more clearly articulate their goals and identify pathways for fulfillment. In coordination with the human resources department and other managers, individuals will create a plan that could include opportunities within the organization and/or seek employment elsewhere that will more closely match his or her specific goals.

The result is a more satisfied and committed workforce that can be used to effectively implement the organization’s commitments.

Professional Development Coaching:

Intended audience: all managers, supervisors, and employees in need of private consultation regarding professional development topics.

Purpose: to assist managers, supervisors, and staff in resolving conflicts, develop communication skills, provide ad hoc and/or strategic professional development assistance, and generally assist organization in creating a more effective and professionally rewarding environment for all employees.

Implementation Example:

  • Meet with managers and supervisors to orient them regarding range of services available and how to access services.
  • Provide ad hoc and/or strategic assistance to managers, supervisors, and staff to address topics listed above, as needed.
  • Meet with organization leadership to assist in addressing recurring themes, challenges, and opportunities regarding professional development within strategic planning and implementation process.
  • Assist managers in developing and implementing professional development skills that they can use with their staff.
  • Design and implement related training sessions and materials, in partnership with leadership and management that may assist in overall goal of creating a more effective and professionally rewarding environment for all employees.

Potential Resources to be used:

  • Professional Development materials
  • Myers Briggs Type Indicator (and wide range of specific applications in communications, leadership, and team development)
  • Emotional Intelligence survey (individual and 360 applications)
  • Other related materials, exercises, and resources to be determined according to specific needs.

 Professional Development Plans:

Intended Audience: Managers & Supervisors, Rising Stars, general employees

Purpose: to assist staff in consciously developing a written plan for their future with the company.

Possible Implementation:

  • Develop a PDP format and concept that reflects company mission and culture.
  • Introduce PDP to top level managers at regional/local meetings and facilitate the process of each person developing his/her PDP.
  • Introduce PDP to rising stars with direct manager’s facilitation
  • Quarterly updates with top level managers regarding integrating PDPs into daily/weekly operations, evaluations, promotions, etc.
  • Semi-annual meeting with Rising Stars and their direct managers to update and learn to manage their PDPs.
  • Annual review regarding PDP, performance, salary, potential promotions/development opportunities, with direct managers for all people participating in this process.

 Developing Star Performers:

Intended Audience: 15 to 20 rising stars in the organization.

Purpose: develop leadership and supervisor skills so that when opportunities arise they can be more easily promoted or given special projects.

Implementation Example:

  • Conduct individual assessments of skills, interests, and areas for growth
  • (Potential tools: in-house inventory tool, Myers Briggs Type Indicator, Emotional Intelligence.)
  • Develop individual development plans in partnership with their manager/supervisor.
  • Establish a peer-to-peer connection.
  • Quarterly trainings in include: team concepts (communication, accountability, support/acknowledgement), leadership styles, personal learning/training styles, and technical skill development.
  • Regular private coaching sessions to address PDP implementation.

 Career Development:

Intended Audience: all employees.

Purpose: to encourage professional and personal development for all employees, identify potential rising stars, and generally assist employees in having a positive employment experience with company.

Implementation Example:

  • Develop a 4 to 6 session career exploration workshop that would include personal/professional assessments, big picture goal setting, and internal/external career exploration.
  • Offer workshop a regular basis to interested parties. (possibly test program on Rising Stars)
  • Use information, insights, and potential opportunities to develop PDPs.
  • Fold PDPs into semi-annual or annual reviews.