Development is a symbol of growth. It also means adapting to changes and adopting changes, those are only desirable. Changing for sake of changing does not necessarily mean development. This is to be put in perspective when developments are chartered.
Development is a symbol of growth. It also means adapting to changes and adopting changes, those are only desirable. Changing for sake of changing does not necessarily mean development. This is to be put in perspective when developments are chartered.
It is also true:
This article focusses on People Development, a primary requirement for an Organisational Growth, irrespective size and ownership structure.
1. Engage:
Levels irrespective, People engagement has to be right in many ways - right man for right job. Of course, engagement if people should address not only current needs but also evolving future needs of both People & Organisation. Once right People are engaged, development interventions ensures appropriate Growth of both People & Organisation. Selective dis-engagement is also a Development.
2. Educate:
Initiation through education is important for People Development. It is for the Organisation to create an ever Learning Culture, for Learning should never stop, both for an Individual and the Organisation. Appropriate education is in itself a task, to be well balanced based on Individual and Organisational needs. Right education should also lead to proper unlearning. A structured approach is necessary for effective learning.
3. Enable:
Aligning with Mentors and Role Models leads to make believe, on the job learning. Mistakes are to leveraged as stepping stones for success. Mistakes many times have enabled understanding of what does not work, and most importantly what should not be done. Creating an enabling environment always drives volunteered People Performance, with high levels of Motivation resulting in better retention.
4. Empower:
People Performance is better when adequately empowered. Empowerment through proper delegations vide Organisational Structuring and Communication is essential. This is a vital step both for the concerned individual and the rest to understand their roles, responsibilities and results expected. Empowerment, depending on size and culture of organisations are both formal and informal. It is better to be formal, with documented Do’s and Don’ts.
5. Ensure:
Both Soft and Hard Performances are to be mutually understood and targets agreed are to be ensured. Soft Performance is a result of appropriate behaviour and positioning that leads to meeting Hard Targets - meaning SQDP targets (Safety, Quality, Delivery & Profits). This should not be other way around.
Periodic reporting& objective monitoring will ensure holistic, sustainable development of both People and Organisation. Online interventions can also be practiced with an interactive feedback mechanism.
6. Exit:
Once ensured for a desirable period, usually two years, Exit helps develop mutual confidence. Letting go facilitates Organisation by allowing Leadership to look for furthering Growth opportunities. This is the crucial step, for its not easy for many to fully let go. This is true both for many Professionals & Entrepreneurs.
Let us develop to develop.
It is also true:
- People development is necessarily Organisational Development
- People Development leads to Good Process and thus Good Products & Services Development.
- Thus Organisational development results in Organisations Development.
This article focusses on People Development, a primary requirement for an Organisational Growth, irrespective size and ownership structure.
1. Engage:
Levels irrespective, People engagement has to be right in many ways - right man for right job. Of course, engagement if people should address not only current needs but also evolving future needs of both People & Organisation. Once right People are engaged, development interventions ensures appropriate Growth of both People & Organisation. Selective dis-engagement is also a Development.
2. Educate:
Initiation through education is important for People Development. It is for the Organisation to create an ever Learning Culture, for Learning should never stop, both for an Individual and the Organisation. Appropriate education is in itself a task, to be well balanced based on Individual and Organisational needs. Right education should also lead to proper unlearning. A structured approach is necessary for effective learning.
3. Enable:
Aligning with Mentors and Role Models leads to make believe, on the job learning. Mistakes are to leveraged as stepping stones for success. Mistakes many times have enabled understanding of what does not work, and most importantly what should not be done. Creating an enabling environment always drives volunteered People Performance, with high levels of Motivation resulting in better retention.
4. Empower:
People Performance is better when adequately empowered. Empowerment through proper delegations vide Organisational Structuring and Communication is essential. This is a vital step both for the concerned individual and the rest to understand their roles, responsibilities and results expected. Empowerment, depending on size and culture of organisations are both formal and informal. It is better to be formal, with documented Do’s and Don’ts.
5. Ensure:
Both Soft and Hard Performances are to be mutually understood and targets agreed are to be ensured. Soft Performance is a result of appropriate behaviour and positioning that leads to meeting Hard Targets - meaning SQDP targets (Safety, Quality, Delivery & Profits). This should not be other way around.
Periodic reporting& objective monitoring will ensure holistic, sustainable development of both People and Organisation. Online interventions can also be practiced with an interactive feedback mechanism.
6. Exit:
Once ensured for a desirable period, usually two years, Exit helps develop mutual confidence. Letting go facilitates Organisation by allowing Leadership to look for furthering Growth opportunities. This is the crucial step, for its not easy for many to fully let go. This is true both for many Professionals & Entrepreneurs.
Let us develop to develop.