Are you a leader? Are you a leader who wants to help an employee grow and are not sure how to start the process? Employee Development plans; provide a pathway for employee’s to reach their full potential. This course was designed for leaders wanting to bridge current skill sets and future skills, for an employee’s prospective growth within the company. This course is divided into seven 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 an employee.
After the course is completed, leaders should be able to:
·Understand the importance of creating a written development plan
·Identify potential candidates
·Do detective work
·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
· 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 a star employee 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 for your employee.
This is an overview of the course. The course is designed to help leaders understand how a development plan can provide a growth path for an employee. Development plans bridge current skill sets and future skills employees need for prospective growth in the company.
This section identifies the appropriateness of potential candidates for development plans.
Learn how to identify your candidate for a development plan.
Once you have identified your candidate, find out if they are interested in growing. Do they have the extra time to put into education? You will not know until you ask.
Conclusion and review of what a development plan is and who should get one.
Section 2 quiz: Review for what is a development plan and who are they for?
This is an introduction to the two skill types; hard and soft.
After completing this section you will be able to easily identify and have a basic understanding of hard skills.
After completing this section you will have a basic understanding of soft skills and understand the importance of operational definitions. Soft skills are more difficult to identify.
Conclusion and review of skill types
Quiz yourself on the two types of skill sets.
Learn how to do the work to identify the skills both current and future.
Identifying current skills and strengths.
List of great assessment to help identify skills
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.
Review of strengths, current skills and future skills.
Quiz Description: Quiz on detective work to create a great plan.
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 individual learns. If the plan is not designed around the individuals learning abilities it defeats the purpose of the development plan. The individual will not enjoy the experience or receive the benefits from the development plan.
In this section you understand setting budgets for training and and what areas to look for different training.
Review of learning styles.
How adults learn quiz
In business, we all work under deadlines or time constraints and a development plan is no different. People learn skills at different rates however; deadlines are still an essential part of the learning experience.
Learn why the appearance of the plan is important.
This section will give you an example of a development plan in which I use when creating plans.
Review of how to put the plan together.
Quiz for section 6.
The plan is written. What now?
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.
Review of course.
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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.