Professional Development Plan

            For the following essay, we are assuming that we are the manager of a learning team and need to develop a plan that will address the characteristics of the group and ourselves as leaders. This plan will be used to determine the needs of the team and as a tool for members to assess their skills, strengths, areas needing improvement, and the resources needed to help them reach their career goals. Then, we will create a professional development plan to address the characteristics of the team members both individually and as a group and our ability to lead them.

            A development plan is a management tool that promotes social development in a given territory (Robbins & Judge, 2013). Thus, the basis for addressing the unmet needs of a company's population, and to improve the quality of life of all employees. The concept refers to development to increase or enhance something, which can be physical or intellectual. When the term is applied to a human community, appears related to the economic, cultural, social or political (Robbins & Judge, 2013).

            The individual professional development begins in each person's willingness to achieve goals and  

acceptance of responsibility that entails. Several steps can be undertaken, considering possible outcomes.
             
            Getting top performance levels is the safest way to get promotions and recognition at work. Closer
 
 relationship with decision makers, being better known by the people who made ​​promotions and transfers,  

raise their chances of development, there is little willingness to promote strangers. An employee may  

increase the degree to which it is known by its performance, by written reports, oral presentations, work on 

committees and special committees, and hours devoted to daily activities (Robbins & Judge, 2013).

DISC Result	Characteristics	Growth Opportunities with Tasks	Growth Opportunities with People
The Enthusiast	·         Seeking and enjoying status symbols ·         Admiring people who express themselves well ·         Disliking routines, slow paces, and needless details ·         Being comfortable delegating as well as taking charge ·         Exuding a positive, enthusiastic outlook on life ·         Being persuasive and inspirational ·         Trusting other people quickly and giving them a lot of latitude ·         Becoming soft or evasive when under pressure	She focuses on the big picture and keep moving from one new opportunity to the next. As a result, she may not fully understand what's involved in accomplishing difficult or complex tasks. She can strengthen her performance by: (a) showing more commitment and follow-through on key tasks; (b) trying to be a more analytical thinker and listener; and (c) staying current with changing know-how.	She can try to be less impulsive, especially when a low-keyed approach is more appropriate, such as during conflict. She can also help herself by working more closely with people who are task-oriented.
The Impresser	·         Wanting to achieve results with flair ·         Seeing winning as an all-or-nothing proposition ·         Judging people by their ability to make things happen ·         Working harder when bigger risks or rewards are at stake ·         Preferring to share in work and goals with people ·         Being concerned about looking bad ·         Wanting to do things the “best” way ·         Becoming restless, short-tempered, and even lashing out when under pressure	She tends to underestimate the time and effort required by her or others to accomplish tasks. So she should pace herself better and draw on outside resources. She can be more selective about the tasks she takes on and don't hesitate to ask others to do their parts.	Her hard-driving approach means her tend to be impatient, especially when stressed or under the gun. If she blow off steam, she may later regret what was said or done because of its impact on her image. So learning to relax and to enjoy regular recreation is important for recharging her battery.
The Producer	·         Disliking being told what to do, or when or how to do something ·         Being reluctant to change what he think or how he feels ·         Delegating tasks only if absolutely necessary ·         Acting competitively, especially when pushing himself to new levels or in new directions ·         Making sure that production is completed on schedule ·         Depending on plans for action and follow-up routines ·         Becoming tenacious and focused when under pressure	He is so highly focused that he can benefit by broadening his perspective. Learn to be effective his comfort zone by considering different points of view and other ways to achieve goals. Because often too "either-or" in his decision-making, practicing flexibility would help him solve problems creatively.	Show confidence in others by delegating and giving people tasks that will be fulfilling for them can benefit by creating more free time and space in his life as well as generally appreciating and differences among people.
The Assessor	·         Being tense with himself and others when under pressure ·         Having a natural curiosity about people ·         Being concerned about what people think, feel, and expect ·         Having strong attachments to his personal interests ·         Underestimating the time required to complete tasks ·         Being intuitive and observant about situations and people ·         Associating his self-worth with his work ·         Being intrigued by concepts, ideas, and processes	He is an idea person who can profit by being more attentive to details and timely follow-through. His curiosity sometimes leads to unpredictable digressions while you work. He can benefit by learning to pace himself. Taking time-outs during the workday may help allay his natural intensity.	Because of his intense by nature, he tends to be impatient with himself and others, especially when things aren't going well. Therefore, focus on remaining positive when dealing with situations and people under pressure. If he can control his thoughts and emotions in such cases, he can then use his creativity to discover workable solutions.

 Professional Development Plan

Within an overall process of professional development, we can distinguish the following phases (Cielinska, 2007):           

·         Planning needs of the company in the medium term. It is conducting a needs assessment analysis and template, especially for those positions and critical skills that will be key to the company's strategy in the coming years .

·         Identification and classification of talent. Defines what type of persons the company want for the organization, the next step is to know what is the potential that people have. This will employ different techniques to detect and classify such talent.

·         Individualized professional development. Defined what the organization wants and what they have, the next step is to apply the design of the general plans but as individualized as each of the people, detecting the needs or wants that may arise and providing the necessary resources to address opportunities for improvement.

·          Tracking. The whole process will end with a employee monitoring and evaluation to determine the results of the plan's implantation.

Individually   

            This plan is the estimation of the possible career paths that may be able to follow the group member according to the identified potential of their preferences and expectations of the future that the company is offering to them.
            In this phase the company is presenting individualized and group development plans . The main objective of this phase is to implement the plan to each employee in order to ensure proper operation of the plan and its success .
            For each program the company shall indicate the persons responsible for it and the compliance dates of all actions to be determined. Also, the plan must be accompanied by an individualized training plan that favors the development of the participants in the plan. As a support tool to carry out the plan design, the company should take into account the analysis of adequacy person/position, depending on a number of skills that the organization have identified to determine the required level of each position and the level they really possess. Taking both profiles, it is possible to determine which people are best suited to the vacancies, for example, what people have the most appropriate skills profile for the position to be filled and what training activities will be necessary to carry out to enhance those skills required by the job if the person is not sufficiently developed.

As a group

            As a group, the main tasks to be performed by the plan can be divided as follows (Cielinska, 2007):

·         Provide technical support to the group, providing tools, knowledge and technology to ensure the team to:

• work as expected
• Raise awareness, educate and train control line involved
• Implement the plan determined for each employee in support
• Act as effective coaches
• Train and develop the elect in the workplace, delegate tasks and assigning responsibilities
•   Attend scheduled training activities
•   Develop new position in the abilities, skills and knowledge required

         Another important point to consider is to gain commitment from employees. The company will provide all necessary assistance to ensure their development and real growth, but the person must meet all specified in the professional development plan.

 References

Cielinska, K. (2007). The Basic Roles of a Manager in Business Organization. Journal of   Agribusiness and Rural Development , 6:3-12.

Robbins, S. P., & Judge, T. A. (2013). Organizational Behavior. New York, NY: Pearson             Education