Creating a Large, Scalable Career Development Program Karen Hicks Jackson National Life Insurance Company

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1 202 Creating a Large, Scalable Career Development Program Karen Hicks Jackson National Life Insurance Company Oct 1 & 2, 2009 Produced by Managing and Implementing Large, Scalable, or Global e-learning Programs

2 Managing and Implementing Large, Scalable, or Global e-learning Programs October 1 & 2, 2009 Table of Contents Career Development...2 IDP Template...3 Creating a Development Plan...4 Associate Information... 4 IDP Dates and Goals... 5 Proposed Development Activities... 5 Development Ideas... 5 Tools and Resources...8 Clarifying Your Interests... 8 Knowing Your Strengths... 9 Knowing Your Work Values Session 202 Creating a Large, Scalable Career Development Program Karen Hicks, Jackson National Life Insurance Company Page 1

3 Career Development Career development is a process of preparing and planning for your career path. It includes choosing an occupation, getting a job, growing and developing in your job, and retirement. The process of career development will help you uncover your strengths and your development opportunities, and determine the best fit for you. Taking the time to build a foundation of knowledge about yourself and to expand your thinking about appropriate options may increase your chances of success. Career development is an ongoing process and dialogue you will share with your manager. By completing this course, you will start the process of career development. By the end of the program, you will have completed an (IDP). To supplement your career development exploration and discovery, you will have the opportunity to complete three self-assessment worksheets at the end of this packet and within an elearning program. 2

4 IDP Template Associate Information Name: Job Title: IDP Supervisor: Certifications/Designations/Licenses Education & Employment History Education Employment History Training History On-the-Job Training Classroom Training IDP Dates & Goals Date Established Short-Term Career Goals (1-2 yrs) Long-Term Career Goals (3-5 yrs) Willing to Relocate? No Yes Location Proposed Development Activities Start Date Goal Type Associate, Manager, Both Targeted Core Competency Expected End Date Development Activites Core Competencies Adaptability Customer Service Orientation Identify & Build Talent Championing Delegating/ Managing Interpersonal Skills Succession Management Resources Change Management Developing Strategic Leading People Relationships Communication Execution of Work Leading Through Vision & Values Multitasking Performance Management Problem Solving Strategic Decision Making 3

5 Creating a Development Plan Associates now have the opportunity to record and track their career goals through a development plan. Use the following instructions to complete your IDP. Associate Information The top portion of the is a record of your personal information, including: Associate Name Job Title your current job title Manager your current manager s name Education include currently held degrees and any degree that you are currently pursuing Employment include both your [company name] employment history Certifications, Designations, & Licenses choose none, one, or multiple certifications, designations, and/or licenses you currently hold On-The-Job-Training include any informal training you have participated in at [company name]. This may include such things as job shadowing, coaching, etc. Also include activities outside [company name]. For example, volunteer positions that build your leadership or project management skills. Classroom Training include any formal training classes or programs you have participated in at [company name]. Include instructions on how to contact the training department to secure a copy of course transcripts. Relocation Indicate whether you would like to relocate to another office within the [company name] network [include locations]. 4

6 IDP Dates and Goals Use this space in the center of the to record both your short-term (1-3 years) and long-term (3-5) career goals. These goals are editable at any time. Proposed Development Activities The Proposed Development Activities section of the IDP is where you will document the skill or competency you d like to develop, what tasks or activities you will participate in to develop that skill, and a timeframe to keep yourself on schedule. The following is a list of core competencies and suggested ideas for development. This list of ideas is not all-inclusive. Try to add some additional ideas that would also be appropriate for your development. Development Ideas Skill/Competency Suggested Development Ideas Research a previously completed customer service failure or service recovery issue to determine feasible solutions. Problem Solving Draft a Standard Operating Procedure for a common service issue to be shared and distributed to the team. Bring 1 viable solution to each team meeting for a pre-determined service or team issue. Establish milestones for conducting simultaneous projects. Multi-Tasking Use Outlook to create to-do lists creating time for each milestone. Learn additional product lines or work procedures to expand skill set. Improve quality scores by 5% for a total of 95% average score. Job Specific Reduce number of errors by 3 each month to an error rate of less than 1% by year-end. Acquire financial industry business knowledge by participating in elearning program by 3Q. Volunteer to work on a project with another department to learn more about their functions and expand your skill set. 5

7 Participate in project team with another department to network and establish rapport with other departments. Interpersonal Skills Mentor another teammate on a work procedure. Provide 1 team building activity suggestion at team meetings. Provide constructive feedback to a teammate on a work process. Customer Service Orientation Develop 1 new work process that would streamline or improve a current work process. Identify how your efforts contribute to the satisfaction of the customer. Identify 1 solution to a current service issue or failure. Attend a Business Writing Course to develop writing skills. Attend Toastmasters. Communication Lead next team meeting. Teach a new work process or something you have learned to the team. Volunteer to facilitate or lead 1 hour of the next training class. Adaptability Identify 1 learning opportunity to expand business knowledge. Coach another teammate on a new work process. Delegate 1 new task to a star performer. Leading People Seek solutions to business problems from staff. Co-create team vision statement and goals with staff. Solicit feedback from staff and senior management. Engage in 1:1 meetings with staff. Performance Management Provide feedback face to face. Engage in conversations with staff to learn more about them as individuals. Encourage career development discussions with staff. 6

8 Delegating/ Managing Resources Assess the skills and competencies of each person on your team to gauge the benchstrength. Conduct 1 follow-up session per week, in person, with team. Develop a work plan that identifies the critical initiates and share with staff. Execution of Work Involve staff in establishing timelines. Solicit input in project distribution. Attend Execution of Work class. Meet 1 new person in another department. Developing Strategic Relationships Provide 1 lunch n learn presentation that highlights the key initiatives and functions of your team. Create a web site on Integral for your team. Model networking habits to staff. Encourage and coach staff to network with other departments. Change Management Recommend and champion a new work process. Encourage teammates to adopt a new practice or procedure. Engage in career development discussions with staff. Identify and Build Talent Conduct 1:1 sessions (quarterly, at minimum) in which the discussion is balanced between projects and development. Establish classification based on performance and learning agility. Use the PAR system to run performance reports when making assignment selections. Legend: Professional Level Managerial Level Executive Level 7

9 Tools and Resources Use the following self-assessment worksheets to identify your top skills, competencies, attributes, and preferences. Clarifying Your Interests Learning your own unique patterns of interest, motivation, satisfaction, and meaning is an important first step in career development. Fill out the questions below to help learn about your unique patterns. What classes or subject areas fascinate and absorb you? What careers have you considered through your lifetime that continues to pique your interest? If you won the lottery, what might you do (after initial celebration, travel, etc.)? What is the most gratifying thing you have accomplished? What would you go out and do if you knew you would not fail? What are your goals and dreams? Identify your short-term and long-term goals. 8

10 Knowing Your Strengths Functional skills are competencies that are transferable to many different work settings. Developing a list of the functional skills you have and most enjoy using can help you focus on positions that would fit your talents and provide more job satisfaction. Underline all those skills you have, and then circle the top 10 underlined skills you would enjoy using most. 9

11 Knowing Your Work Values Values are a set of standards that determine attitudes, choices, and action. Mapping your value priorities can help lay important groundwork for making sound career decisions that fit your unique pattern of values, interest, and talents. Underline all the values most important in your work life for the next few years. Then, narrow down the list and circle the top ten values that are absolutely essential to express or satisfy in your work. Prioritize these top 10 and define them. 10