Guest Blogger - Help Has Arrived for Development Planning Pt. 2
posted by Margaretholtman
In my last post I talked broadly about how the Myers-Briggs® ThinkBox can be used to create practical, actionable development plans. Today I’d like to drill down into the specifics of how a trainer might use the MBTI® ThinkBox when working with a client.
When working with the Myers-Briggs ThinkBox, the development planner can view and select from a wide range of concrete activities within the following areas: on the job experience, support activities, relational (coaching, mentoring), formal education (coursework, training) and milestones (events).
Let’s take a look at an example. (Click here to view the full development plan.)
Jim, an INTP manager, wants to move upward in his career. He has been given feedback that he must develop his people skills by becoming more approachable at meetings. He must also demonstrate more appreciation of others. He needs to listen more, and be more patient and open-minded about others’ perspectives.
He starts his plan by entering his development objective: “To have more positive interactions at meetings.” He further describes it as: “Develop rapport by appreciating and validating others.” He identifies the “look” of success as “people will be more comfortable around me.”
Next, Jim fills his development plan with a range of activities that he finds by searching and reading all the tips and information that is literally at his fingertips. He inserts each activity into his plan by clicking on each resource that will populate his plan. Through this process, he has the opportunity to search a broad range of items that address multiple learning modalities. Some of his picks are:
- To plan a meeting agenda in which I allow space for others to speak. This will show that I appreciate others’ feedback and thoughts (on-the- job).
- To become a mentor to a younger employee (activity to support).
- To ask my manager Kevin to observe me and give feedback a weekly meeting regarding my development of positive rapport (Relational-coaching).
- To read 2 articles or book summaries and watch 3 videos selected to increase my positive interactions. (Formal education).
- To complete 2 e coaching modules and review worksheets in biweekly meetings with John. (Relational-coaching).
Another supporting feature to learning partnerships within the MBTI ThinkBox is the ability of participants to email the plan to others. Jim can send his plan to his manager who can review and give feedback along the way. Jim can also ask for feedback from others on specific objectives. This is a great way to develop a culture of accountability for the plans that are created.
Getting people to develop a plan is like pulling teeth. With the Myers-Briggs ThinkBox, and a minimal time investment, trainers, managers and reports can create development plans that address specific needs, and allow for fast and tangible results.
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Margaret Holtman LLC Leadership Solutions
www.margaretholtman.com
MBTI Master Practitioner
With over twenty years of experience as a leader herself and a developer of leaders in a variety of organizations, Peggy Holtman understands what it is like to be a leader today. She offers practical advice for the executive to be successful especially in changing and complex business environments. She is an author, consultant, coach and motivational speaker. She holds a B.A. in English from The College of New Rochelle, an M.A. in English from The University of Wisconsin and a M.S. in organizational behavior from The University of Hartford. She is a member of the Society of Human Resource Management and The Cape Cod Human Resource Association, and has been awarded the prestigious MBTI® Master Practitioner Designation by the Center for Applications of Psychological Type and Consulting Psychologist Press.
In addition to providing leadership coaching for individuals, she also offers team development and organizational consultation to her clients. She works with teams to enhance their effectiveness. For organizations she consults on strategic talent management and effective organizational change that supports business goals.
Her key skills include executive and leadership development, talent management and succession planning, on boarding and retention strategies, training delivery, meeting design and facilitation.
