Hey there, fellow workplace enthusiasts! As an organisational psychologist and executive coach, I have something to discuss. It’s all about that delicate balance between measurement vs development in the workplace. So, grab a cup of coffee, get comfy, and let’s dive in!
It’s about something I’ve noticed. There’s a lopsided focus on how we invest our time and resources in the workplace. Organizations often go all-in on assessing their executives—think assessment centres, 360-degree reviews, you name it.
But here’s the kicker: they don’t always put the same effort into developing those executives. We’re diagnosing the problem but forgetting to prescribe the solution.
Can you relate?
If you’re a seasoned Human Resources Director (HRD) or Learning & Development Manager, you’ve probably been knee-deep in assessment data more times than you can count. You’ve meticulously analysed strengths and weaknesses, identified areas for improvement, and spent hours crafting the perfect feedback report.
But here’s the million-dollar question: what happens next?
Those feedback sessions are valuable, but they’re about as useful as a chocolate teapot without a solid action plan. So, my dear Human Resources Director or Learning & Development Manager, I implore you to think beyond the diagnosis. What’s the roadmap for taking our executives from where they are now to where they could be?
How do we turn good into extraordinary?
Now, let’s pause for a moment and reflect. Does your organization provide a clear plan for growth along with that feedback? And if so, how does it all come together? What strategies do you employ to ensure that development isn’t just an afterthought but an integral part of the process?
I’d love to hear your thoughts, so why not book a chat with me and let’s chew the fat?
Way Forward!
But hold up, what if you find yourself in an organization where assessments are happening left, right, and centre, but there’s no development program in sight? Don’t panic, my friend. There’s always something you can do, starting with good old-fashioned personal development.
Yep, you heard me right—personal development isn’t just a buzzword; it’s a way of life. It’s about taking ownership of your growth journey and paving your path to success. So, if you’re feeling a little lost in the sea of assessments and feedback loops, why not take matters into your own hands?
Start by learning core workspace leadership skills, then learn how to learn and fortify yourself with skills that will set you up on your personal development journey. And while at it, why not give yourself a little self-assessment? This blog has covered you with some handy question points to get you started.
So, there you have it, folks. The delicate dance between measurement and development in the workplace. It’s all about finding that sweet spot where assessment meets action, feedback fuels growth, and every step forward is a step towards greatness. Let’s keep the conversation going and continue striving for that perfect balance!
Does your organisation provide a plan along with your feedback? How so? What are your methods for focusing on development as well as assessment? If you would like to discuss about this and more, book a chat with me with this link here.
Perhaps, you are aware of the assessments happening but no development programs are running. What do you do? You work on developing yourself. That is exactly what Personal Development is all about. Read here on ‘The Road Blocks Keeping You From Success’. Track your own progress, give yourself an assessment, check out this blog for question points to consider.
For more tips, visit the Engaging Executive Vlog.