An organization is only as strong as its employees. As such, the better the employees in a given business get, the better the company will do.
So it’s in the company’s best interest to invest in its employees and make sure they have the opportunity to develop in their learning and development.
Development doesn’t always have to involve investment in new technical skills; working on personal development for each employee will better them and improve the results of the entire company.
With that in mind, this article will go over the seven personal development goals that you should help set for your employees.
The following seven personal development goals represent a vision for progression for your employees, and the managers in your organization should encourage them to formalize these goals.
The first thing is to create a growth mindset. Carol Dweck in her book Mindset described two types of outlooks: fixed and growth mindsets.
A fixed mindset is when individuals understand their skill sets to be predetermined and defined by their natural talent. On the other hand, a growth mindset, something all successful people have, is all about individuals believing that their potential is immeasurable and that they can achieve anything they set out to do.
A growth mindset will enable your employees to create ambitious goals and push them to achieve those goals. Employees should be encouraged to think with a growth mindset because that will allow them to set other ambitious goals.
Ikigai is a term that describes the meeting point of four elements:
What a person loves to do
What a person is good at
What the world needs
What a person can be compensated for
The Ikigai is an individual’s life purpose. When implemented, it should lead to happiness and fulfillment. The employee needs to find their “why,” the reason why they’re doing what they’re doing.
Once they figure that out, the “how” will become much clearer and more manageable. So push your employees to figure out their Ikigai and then see them develop.
Kaizen simply means continuous improvement, and it’s great practice for personal development.
The mistake people usually make when creating development goals is to increase the intensity to 200%. With Kaizen, you’ll lower that intensity down to a manageable level, ensuring you remain consistent with your actions over time.
An example would be someone just starting out in the gym. If they try ramping up the intensity too quickly and pushing themselves for 2-3 hours in the gym, they’re likely to quit after a week. However, with Kaizen, the goal at the beginning would simply be to go to the gym and do a single exercise. Once that becomes second nature, you can increase to two exercises, gradually increasing the intensity.
An individual will therefore take it slow at the start, but this ensures they will stay on track and remain consistent. This is key because consistency beats intensity over the long run.
For your employees to grow, they will need to absorb a large amount of information. Much of that information and learning can be found in books, so if you want your employees to grow, you should encourage them to focus on learning and reading books.
You could, for example, create a “library budget,” giving each employee a budget to spend on buying books to learn from. All of that knowledge will be brought back to your company and the employees will implement it while working.
You could even make a small competition to see which employees read the most at the end of the year. Implementing Kaizen, employees could start by reading 20 pages a day and see how that becomes 50 books by the end of the year.
We don’t learn, change, and evolve just by experiencing things, but also by reflecting on those experiences. Reflection is equally as important as experience: if there’s no reflection, there’s no learning; if there are no experiences, there’s nothing to reflect upon.
As a team leader, you can create self-reflection spaces for your employees to allow them the time to process information and experiences. This will help your employees learn from their successes and mistakes and become better individuals in the long run.
One of the biggest contributors to success at work is emotional intelligence. As a manager, you should encourage your employees to work on building up their emotional intelligence.
Not only will this make them better employees and workers, but they will also become better people, fathers, mothers, sons, daughters, and partners. They will be able to channel their emotions more productively, making sure to detach their present emotions from the actions they’re taking.
High emotional intelligence is essential for empathy, self-control, and teamwork skills.
The final personal development goal we suggest for your employees is to learn how to communicate better. The specific focus when it comes to communication skills should be on giving and receiving feedback. This is something every employee, manager, and leader can learn how to improve.
Many team problems can be solved by team members simply knowing how to give and receive feedback better. A team open to honest feedback will grow quickly and learn from its mistakes. Team members will learn about their blind spots and start working on them so they can diminish the impact on their productivity.
Investing in your employees will pay dividends; they will learn, improve themselves, and stay with a company that provided them with opportunities to grow and develop.
To ensure you have the necessary help to help your team members grow, you should consider skills assessments. These provide the team members with the information they need to understand where they stand with regard to their abilities – both technical and soft skills.
So take a look at our test library, which has over 200 scientifically created skills assessments, and make sure to pick the right ones for your team.
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