Discuss the importance of monitoring and adjusting your Individual Development Plan. How can adding strategies or changing the direction of your plan provide better results for your mentee and the mentee’s performance?
An individual development plan offers a framework for the identification of areas of strengths and weaknesses and the development of strategies that optimize and maximize inherent skills. It is a snippet of one’s position at the time of their assessment, which allows them to forecast on their next steps. The plan allows me to assess their skills, knowledge, qualifications, and capabilities. This self-assessment clarifies areas that require adjustment for better performance (Tsai, Vanderford, & Muindi, 2018). It is a starting point for accomplishing bigger goals. It is essential to monitor and adjust the plan so that one explicitly defines their career goals, identifies relevant skills and knowledge, notes the professional development goals, and tracks professional goals.
Monitoring and adjusting the plan helps to improve one’s fit for a job, which further makes them qualified for other jobs. This process helps to identify one’s transferable skills. Its other advantage is the identification of knowledge and skills that fit within their career path. It also helps to assess knowledge and skills applicable to the realization of goals. Continuous refinement must be accompanied with the right knowledge and skills. Constant adjustment helps to ensure the harmony between these variables. Professional development goals are dynamic. Hence, continuous adjustment of the individual development plan helps to keep up with the dynamism (Gould, 2017). This process helps one to track their professional development and to set new goals.
Multiple ways adding strategies or changing the direction of one’s plan provides better results for their mentee and mentee’s performance. It enables them to inventory their strengths and gaps in experience, skill set, and knowledge (Tsai et al., 2018). It also helps them to identify their short and long-term goals which direct them forward. The individual development plan acts as a vital communication tool between the mentor and mentee, and its improvement translates to better communication.
Gould, J. (2017). Career development: A plan for action. Nature, 548(7668), 489-490.
Tsai, J. W., Vanderford, N. L., & Muindi, F. (2018). Optimizing the utility of the individual development plan for trainees in the biosciences. Nature biotechnology, 36(6), 552-554.
Respond to my instructor’s response below:
I liked hearing your ideas on our topics.Let’s look at some of the common abilities that some of the mentees might need to develop. For instance, Kreitner and Kinicki (2013) indicated that verbal comprehension is our ability to understand the written word.
We could see how verbal comprehension ties directly into organizational performance. And, we could see the responsibility we have as leaders to ensure that we are teaching or training others in our area of responsibility in a way that they can also learn. How does this apply in the context of mentorship?
Kreitner, R., & Kinicki, A. (2013). Organizational Behavior (10th ed.). Columbus, OH: McGraw-Hill
APA use at least one scholarly reference.