Often we leave our personal growth to chance. In this course I will talk to you about the importance of creating a personal development plan for focused growth. This practice can be used in your personal and professional life. Create your own career path!
This course was designed for leaders wanting to bridge current skill sets and future skills, for your prospective growth within a company. This course is divided into six individual sections. The section may include; lectures, quizzes, homework, and examples of draft development plans. The goal of this course is to enable leaders to easily generate a development plan for their career path.
After the course is completed, you should be able to:
·Understand the importance of creating your own written development plan
·Do detective work for a plan
·Understand the sections included in a written development plan
·Learn types of skills sets and how people learn
·Create a list of current strengths and future skills
·Create and write a plan for yourself
· Understand Deadlines/Timelines
·Understand the importance of a mentor or coach
The course is work at your own pace and has open discussions. If you want a step-by-step process for helping grow your career this is the course for you.
Sarah Andreas is the instructor for this course. She has many years of experience in creating and training leadership development classes. The goal of this class is for you to easily generate a development plan to allow you to take charge of your career path. Sarah will guide you through the step-by-step processes to assist you in evaluating your skills and creating your development plan.
The course is designed to help you understand how a development plan can provide a growth path for fast career growth. Development plans bridge current skill sets and future skills that are needed.
Discover what a development plan is and where you would place yourself currently.
Learn the steps needed to create your plan and putting your plan into action. Know your strengths and skills which need improvement.
Sarah's story: The instructor's behind the scene view of her personal interest in development plans.
Determine the basic definition of hard skills and soft skills.
Soft skills are hard to define, teach, and measure. Clarify your operational definition.
Define and measure hard skills. Hard skills are easier to teach and learn.
77% of employers say soft skills are just as important as hard skills.
The instructor's story behind her introduction to skill sets.
Review the hard and soft skills section
Learn how to do the work to identify the skills both current and future.
Identifying current skills and strengths.
Individual companies and employees require different skills necessary for success. This section will help you identify skill sets for growth into a new role.
This lecture discusses managing a long list of needed skills.
This section with is just an extra story or example for the section.
Review of strengths, current skills and future skills.
This section will give you a basic understanding of how individuals learn. It is important to write and design the plan in accordance with the way the you learn best. If the plan is not designed around your learning abilities it defeats the purpose of the development plan. You will not enjoy the experience or receive the benefits from the development plan.
In this section you will understand the importance of setting budgets for training and in what areas to look for different training.
Review of learning styles, options, and budgets.
This section gives you an example of a development plan in which I use when creating plans.
In business, we all work under deadlines or time constraints, development plans are no different. People learn skills at different rates however; deadlines are still an essential part of the learning experience.
Learn why the plan appearance is important.
Review: How to put the plan together.
Sharing your plan with a friend.
Periodically meeting with a mentor or coach during the lessons in the development plan can help keep a person on track. This section gives ideas and expectations of a coach or mentor role.
Reviewing and revising your plan can keep you growing.
Hi, My Name is Sarah Andreas, I am a partner in Red Oak Connections, our vison for Red Oak Connections is to create a learning environment where leadership growth is the focus. For the past 10 years I have been focusing on leadership & personal development in different ways and with different people. In my full time job, I work for Mike and Franscene Davis within their dealer network. Which includes: Adventure Harley-Davidson, Mad River Harley-Davidson, Rubber City Harley-Davidson and Rock-n-Roll Harley-Davidson. (Very Cool... I know) I have been blessed with an opportunity to have influence on close to 200 individuals through training and development initiatives within the dealerships. Many people want to move into a new role or careers fail to make the move because of a skills gap. My focus is on helping train managers and individuals to identify the skills gap and build a bridge using strengths to allow movement.
I have an MBA from Malone University, Lean Six Sigma Black Belt from Kent State University, Registered Corporate Coach from Worldwide Association of Business Coaches (WABC)®. and am a DiSC certified trainer.
My true passion is helping leaders find their leadership strengths and helping to educate them. I love creating online classes that allow me to expand my influence wider than I could have ever dreamed!
My name is Billie Jo Dawson. I am currently the Director of Operations for Red Oak Connection. I provide support to instructors and students throughout our course development. I am a Senior at Kent State University majoring in Criminal Justice.