We’ve just completed our ATI goals for the coming year. Thank you to all of you who took part in this effort and got your goals in. The Church as has invested a lot of time and resources in helping each employee create meaningful goals for the year ahead because they are important. But we are not done just because we have our ATI goals created and submitted. This is just one of objectives each of us needs to do to become the best employee (and individual) we can be.
A truly effective ATI experience consists of 4 parts. It includes:
- A clearly defined career and personal development plan
- Clearly defined goals
- A clear job description
- Sincere and effective feedback from you manager
This month we would like each of you to focus on your career and personal development plan. By now, you should all have met with your mangers and, working together, come up with a well defined plan for how to intend to improve your personal and career skills. Here are a few insights into what makes up a clearly defined, meaningful development plan as a Church employee.
Ask yourself this question. “What should my career and personal development plan look like?” First, your plan should focus on developing the skills and talents that you will use over the course of your entire working career. Second, your plan should actively seek out experiences that enhance your understanding of the people you work with, the people we serve, and the products and services we provide to those people. Third, your plan should help you understand and internalize the portion of the Church’s 4 mission that apply to you. Your career development plan will have a profound impact on the career opportunities that will be available to you throughout your years of Church employment.
To find the best possible learning opportunities, consider the findings of a 70/20/10 learning and development model. Using this model, it was found that:
- The most important way people learn is through hands on experience (70%).
- The next greatest learning impact came from learning from watching others (20%).
- Only 10% of meaningful learning came from training course, books, and conferences.
You can see from these statistics that hands on experience is absolutely critical in one’s career and personal development. In the past we’ve put the greatest emphasis on training courses, books and conferences. We need to change that.
So, what does this mean to you? It means that you should work with your manager to create opportunities for meaningful hands-on experiences. Ask to be involved with projects and other experiences that you haven’t done before; that stretch you and push you out of your comfort zone.
In future newsletter articles we will focus on creating clearly defined job descriptions and how to give and receive effective feedback.