Driving Career Results: How to Manage Self-Directed Employee Development
©2016 |Pearson FT Press | Available
©2016 |Pearson FT Press | Available
Today, companies increasingly need and expect their employees to own their own career development. Employees and job-seekers shouldn't expect companies or managers to 'develop' them; they should be prepared to develop themselves. In Driving Employee Development, leading enterprise HR consultant Linda Brenner shows both HR and smart employees exactly how to make that happen.
Brenner offers proven HR tools for establishing and driving on-going, employee-driven development, and for helping employees create their own targeted, personalized plans to succeed. She offers practical exercises, templates, and assessments that employees can use to gain insight into their own strengths and weaknesses, practical tips for improving their most immediate areas of need, and practical guidance for improving overall performance in the long-term. Brenner offers complete sections on helping employees build several crucial sets of competencies, including:
In an era of short employee tenures and highly agile organizations, employee self-development is an idea whose time has come. But it's a radically new paradigm, requiring new approaches and techniques. If you want to make it work - for your organization, and for yourself - this is the book that will get you there.
Chapter 1: The Importance of Driving Your Own Development 1
Frequently Asked Questions About Self-Directed Development 2
How This Book Is Organized 11
Assess Yourself 12
Before You Begin 13
Definitions of Behaviors 23
Chapter 2: Competency: Demonstrates Thinking and Judgment 31
Overview of Competency 31
Behavior 1: Is a Problem Solver 31
Behavior 2: Embraces and Applies Creativity 37
Behavior 3: Makes Objective Decisions 42
Behavior 4: Finds, Creates, and Leverages Data 47
Behavior 5: Takes Calculated Risks 51
Chapter 3: Competency: Engages and Develops People 57
Overview of Competency 57
Behavior 1: Builds Trusted Relationships 57
Behavior 2: Influences Others 62
Behavior 3: Promotes Teamwork 67
Chapter 4: Competency: Delivers Results 73
Overview of Competency 73
Behavior 1: Demonstrates Business Acumen 73
Behavior 2: Champions Customer Focus 80
Behavior 3: Plans and Organizes 87
Behavior 4: Sets and Drives Priorities 93
Behavior 5: Overcomes Obstacles 99
Behavior 6: Demonstrates Technological Savvy 106
Chapter 5: Competency: Communicates Effectively 111
Overview of Competency 111
Behavior 1: Writes Effectively 111
Behavior 2: Tailors Interpersonal Approach 115
Behavior 3: Shares Information 122
Behavior 4: Develops and Delivers Compelling Presentations 127
Behavior 5: Collaborates Across Boundaries 135
Behavior 6: Adopts a Cross-Cultural Mindset 139
Chapter 6: Competency: Demonstrates Personal Excellence 145
Overview of Competency 145
Behavior 1: Demonstrates Integrity 145
Behavior 2: Relishes Accountability 150
Behavior 3: Exhibits Intellectual Curiosity 158
Behavior 4: Develops Self 162
Chapter 7: Development Library for Leaders 169
Behavior 1: Challenges Norms Appropriately 169
Behavior 2: Manages Courageously 178
Behavior 3: Navigates Ambiguity 182
Behavior 4: Creates a Culture of Innovation 187
Behavior 5: Motivates Others 191
Behavior 6: Selects Talent 198
Behavior 7: Develops Others 204
Chapter 8: Commit to a Plan of Action 211
Individual Development Plan Example 211
Best Practices for Development Planning 213
Chapter 9: For HR Leaders Only: Tips for Implementing Self-Directed Employee Development 215
Identify the Need for Change 216
Identify Key Stakeholders 216
Gain Agreement on the Objective 216
Confirm Scope and Goals 217
Get Approval to Move Forward 217
Develop or Identify Tools and Technology 217
Identify Pilot Participants 218
Develop Communications and Training Materials 218
Implement the Pilot 219
Track Adoption and Results 219
Expand More Broadly 220
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Linda Brenner started Designs on Talent (www.designsontalent.com) in 2004 with the vision of helping business leaders improve talent results. She then founded Skillsify, Inc. (www.skillsify.com) in 2012 as a way to scale and improve hiring and retention results. The firms’ clients include great brands such as Coca-Cola, IHG, Amazon, Expedia, AT&T, Chick-fil-A, L’Oreal, Ogilvy, and Turner Broadcasting. Linda is also the coauthor of Talent Valuation: Accelerate Market Capitalization through Your Most Important Asset (Pearson, 2015, available on Amazon.com).
Linda’s innovative, results-oriented approach is coupled with a bias for action and a focus on measurable results. This same orientation is reflected throughout her team of talent acquisition, talent management, and finance experts.
Prior to founding Designs on Talent, Linda spent her professional career leading talent acquisition and talent management teams for Gap, Pepsi/Pizza Hut, and Home Depot. Linda had a variety of roles at The Home Depot before leading the company’s retail talent acquisition function. In addition to centralizing TA for the first time in the company’s history, under Linda’s leadership, Home Depot became the largest government contractor in the United States and forged first-of-their-kind partnerships with AARP, the Department of Defense, and the Department of Labor.
Linda holds a Master of Arts degree in Labor and Employment Relations and a Bachelor of Arts degree in Judaic Studies, both from University of Cincinnati. She and her family live in Atlanta.
You can reach Linda at: firstname.lastname@example.org.
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