Career Pathfinding: Individual Development Planning September 26, 2017

Agenda Defining your competencies Your Value Proposition Individual Development Plan

A Serious Strategy Ready…Aim…Fire!!!!

Defining your competencies Success Competencies Who knows about these successes?

Defining my Value proposition My Skills/Abilities My Competencies My Interest  

Value proposition Why should an organization want you to join their team?  

Sample Leadership Competencies Communication Delivers clear and compelling messages to individuals and groups whether face-to-face or in writing Brings full attention, and actively listens, to others Tailors messages to audience Readily shares information with key stakeholders in a timely manner using the most effective method Customer Focus Role models the desire and ability to serve others Anticipates, solicits and addresses customer needs, providing exceptional value Supports and teaches staff to provide the highest quality service and to find better ways to meet customers’ needs Treats all who depend on you for your service as valued customers Change Agent Embraces change as opportunity for innovation and competitive advantage Assists others in understanding the importance, necessity, and impact of change and helps staff to navigate it Understands and leverages performance improvement tools Demonstrates resilience by effectively dealing with pressure, remaining optimistic and persistent in the face of adversity, recovering quickly from set-backs and balancing personal life and work Results Driven Delivers on commitments and inspires others to do the same Holds self and others accountable for achieving desired outcomes Demonstrates courage in addressing challenges and promoting new ideas Bases decisions on sound data and judgment Business Acumen Continuously seeks ways to add value and to position Cooper for current and future success Takes ownership of all areas of responsibility Cultivates expertise to fully understand and utilize financial and other business data to drive outcomes Relationship Building Builds trusting, collaborative relationships with staff, peers, other disciplines/departments, and leaders Builds networks of contacts with people within and outside Cooper to achieve desired results Creates rapport with all and is easy to approach and engage Empowers others, is inclusive and invites diverse perspectives Leads Others Inspires and motivate others with vision and a sense of purpose Serves as formal and informal leader of teams and groups to elicit individual contributions for best results Manages conflicts and addresses difficult issues in groups and teams Assembles competent, talented team members who add value, enhance team and produce results Promotes a strong morale and spirit in the team The leadership competencies identify the skills that are crucial in order for a leader to be successful here at Cooper. This is a great place to start when you are thinking of what you want to work on for your own development. Each competency has key behaviors describing the skill, which can be helpful when narrowing down what you want to work on.

Individual Development Plan (IDP) Your own personal plan to grow your competencies You create your development plan based on your individual development needs and aligned with your career interests It helps to accelerate your growth and connect you to resources that will support your development It provides a developmental roadmap for you, your manager and/or your coach to guide your development Includes clear SMART goals along with a timeline and identifies support & resources necessary to achieve the goals Why is it important for each leader to have an IDP. Leaders are the foundation for how successful we will be as an organization in reaching our goals and creating a culture of accountablity. It is important that we continue to strengthen leadership practice across the organization. An IDP will help accelerate your growth and identify resources that will help you. It also is a great tool to use with a mentor, supervisor or coach to help guide your development. This is all based on the individuals’ needs and career interests.

What is an IDP? A tool designed to help individuals plan their professional & performance development A plan that identifies short and long-term developmental goals that will help to move individuals from where they are to where they want or need to be These steps build on individual strengths, improve job performance and enhance career growth NOTE: An IDP is NOT a performance improvement plan; goals and objectives or a dashboard – it is all about the INVESTMENT you make in yourself! What is an IDP – It’s a tool designed to plan your development. It identified short and long term goals that will help an individual identify what it will take to achieve those goals. It build on individual strengths and improves job performance. THIS IS NOT a performance improvement plan, it's about the investment you make in yourself.

Questions to consider… Where am I now? What do I value? How satisfied am I with my current job? How well does my job meet my needs? If I wanted to make a change, what would it be? How do others see me? How do I want to be seen? What makes me happy? Here are some questions to consider when thinking about your IDP.

Questions to consider… Where do I want to be? Do I want to change my job? Enrich my present job? Develop new skills? If so, which ones? How will I get there? Which skills, knowledge and abilities do I possess? What do I strengthen now for my current role? What do I strengthen now for my future role?

How do your write a IDP goal? Be SMART about it! S – Specific – specifically identify what is going to be done (www) M – Measurable – Identify how you will measure the success of your goal – quantify the results A – Achievable – the goal should be realistic – something within your control that you are able to IMPACT R – Relevant – should relate to your job performance, career or professional goals T – Time bound – specific timeframe to accomplish the goal with milestones to track progress

Who completes an IDP? Anyone who wants to experience purposeful professional development

Identifying information Long range career goals – 2 years plus Review of the IDP tool Identifying information Short-range – 1 to 2 years Long range career goals – 2 years plus Define the goal, the developmental activity/training, how it will be applied, completion date & status Agreement/approval of manager and your commitment – signature section at the bottom

Resources to Support You Internal training programs Programs through your professional organization Formal education Mentoring opportunities Shadowing On-the-job training Self-study Coaching support Stretch assignments Internal or external experiences Self-development through books/webinars etc. Conferences Structured interviews with content experts Leadership books and articles

What is the process? You may chose to utilize the information provided during your performance review discussion You may use information provided through survey’s or other feedback that you receive You should align your IDP with your interest, skills and abilities. Have a candid discussion with your direct supervisor regarding your development and include any additional feedback Finalize the IDP and begin to engage! Use your IDP for periodic discussions with your manager and/or with your coach (if you have one) One-size does not fit all…everyone learns differently!