2018 Statewide Learning and Development Solutions
In This Issue:
  1. Use IDPs to guide employee learning
  2. Featured Courses
  3. Learning Lessons
IDPs Increase Performance, Engagement and Retention
Individual Development Plans (IDPs) are tools that managers and employees can use to increase performance, engagement and retention.  IDPs create alignment between employee goals and developmental activities that are selected through collaboration between leaders and employees. 

IDPs are different from annual performance plans. IDPs are less formal and are therefore more flexible. Employees and Managers can start or end IDPs at any time and use the IDPs to guide development in any topic that appears on the Position Description.

There are two documents that provide guidance on this two-step process:

 
The DHR Competency Model - Applying the Model  describes the process of analyzing the PD to select competencies and proficiency levels. Determining the difference between the competency level that is required for the position and the competency level that the employee demonstrates is the main part of analysis. When leaders and employees agree on the gap between required and current proficiency level, the next step is to develop the IDP.
 
The DHR Competency Model - Creating an Individual Development Plan  provides an easy to follow process to create an IDP. The main part of developing the IDP is to define the desired performance of the employee in the selected competency and then identify activities that will be completed to help the employee to achieve the desired level of performance. Both of these documents were developed by the Consulting Services team in DHR. If you have any questions about the process to create an IDP, contact Consulting Services at  dhr_consultingservices@state.co.us .

Recommendations for creating IDPs:

Follow the guidance in the two documents: Although the process of competency analysis and developing IDPs is flexible, it is important to follow the intent and general process that has been defined by Consulting Services. IDPs establish an agreement between leaders and employees. Following the guidance that has been provided will help to avoid creating problems and/or ensure that the IDP is actionable and contributes to employee success.

Collaborate: The most important aspect of creating IDPs is collaboration between leaders and employees. The IDP is an agreement that is intended to build competency in employees so that the employee can meet or exceed the requirements defined in the Position Description. The discussion around clarifying performance needs, identifying competencies and proficiency levels, and choosing activities that the employee will complete, is the reason that IDPs work. This process requires leaders and employees to have a detailed conversation about needs and how they will be fulfilled. Not only does this process deliver results in performance improvement, it also helps leaders and employees to practice good communication and accountability related to completing the agreed upon developmental activities.

Align to the PD: The Position Description defines the requirements of employees who occupy the position. Annual performance plans and IDPs can be aligned with the PD in order to create development plans for the employee's current position. Supervisors and employees can start the process of creating IDPs by reviewing the employee PD to identify content from the Job Duties section that can be used to guide the selection of competencies and developmental activities. When creating IDPs for future positions, leverage any documents that support the needs of the employee. Aligning to the PD is a good place to start; it is not a requirement. 

Leverage the Statewide Competency Model:  This document provides definitions of each competency, describes proficiency descriptions for each competency, and aligns competencies with classes that are available to purchase through COE. Using this document greatly simplifies the process of creating an IDP, because it puts most of the information you need in one place.

In summary, IDPs are one of the best tools that employees and supervisors have within the State to use to increase performance, engagement, and retention. This article provides the information that is needed to develop IDPs. The next step is for you to get started. Let us know if you need any help.
Featured Workshops


COE has discounted prices on four courses that have had high demand in the past to encourage participation. Let us know if there are other courses that you would like to see featured.

Coaching for Performance


Published Rate - $425.00
Discounted Rate - $325.00

Course Overview:
This course is designed for supervisors and managers in coaching their employees for higher performance. Coaching is a process of relationship building and setting goals. How well you coach relates directly to how well you are able to foster a great working relationship with your employees through understanding them and strategic goal setting.

Learning Outcomes:
Upon completion of this course, participants will be able to:
  • Recognize the benefits of Coaching.
  • Identify and discuss the role of a Coach.
  • Identify the difference between mentoring and coaching, using both to enable long-term development through a positive relationship with your employee.
  • Utilize the GROW model (Goals, Reality, Options, Wrap) to coach employees.
  • Identify the Steps in Giving Effective feedback while maintaining trust.
Communicating to Manage Performance
 

Published Rate - $395.00
Discounted Rate - $295.00

Course Overview:
This course is designed to assist supervisors and managers in effective performance management. This one-day workshop is a dynamic skills-based course designed to empower aspiring & current supervisors, managers and team leaders to build performance every day, through effective, consistent communication. The topics include clear communication, ownership of behavior, positive performance feedback, active listening, acknowledgement of ideas, and appropriate feedback for improvement

Participants will be provided printed participant's guide, some handouts and supporting course materials.

Learning Outcomes:
Upon completion of this course, participants will be able to:
  • Communicate clearly to set performance expectations.
  • Describe employee behavior through positive feedback reinforcement. 
  • Understand and value others through active listening.
  • Achknowledge ideas for continuous improvement.
  • Coaching for performance through corrective feedback.
  • Creates an environment of open, clear communication.
  • Employees feel valued and motivated.
  • Increased employee awareness of performance expectations.
  • The culture embraces new ideas and innovative thinking.
Motivating and Engaging Others
 

Published Rate - $475.00
Discount Rate - $395.00

Course Overview:
This course is designed to equip employees and leaders to motivate and encourage those they work with and supervise. Learn how to use tools and resources to increase awareness of the different motives that drive behavior and influence performance. Learn principles, processes and practices that maximize managerial, leadership and collaboration skills. Identify the cognitive biases that impact ability to be an objective and inclusive team member, and leader. Participants will complete the Birkman On Demand® Assessment to gain deeper insight into the needs that drive their strength and stress behaviors.

Learning Outcomes:
Upon completion of this course, participants will be able to:
  • Discover principles, processes and practices that maximize building and maintaining relationships and collaboration skills. 
  • Explore factors in the workplace that motivate employees and individuals.
  • Define motivation, encouragement and engagement so leaders can build a positive and productive work environment.
  • Describe the theories which pertain to employee motivation with particular reference to research in the behavioral sciences.
  • Develop action plans to use as a roadmap to increasing effectiveness.
Creative Problem Solving

Register Here

Published Rate - $370.00
Discount Rate - $250.00

Course Overview:
This course is designed to help you slay the "It's the way we have always done it" dragon. Creative Problem solving is more than just brainstorming. In this workshop you will gain tools and insights of how to separate the two types of thinking; Divergent and Convergent. Participants will have a better idea of the problem solving method, how to come up with solutions that you didn't think of before, and how to implement those solutions to create results.
 
Learning Outcomes:
Upon completion of this course, participants will be able to:
  • Understand the role of creativity and innovation in the workplace. 
  • Identify and change your own paradigms and normal patterns of decision making behavior.
  • Generate a multitude of solutions. 
  • Decide which solutions to implement. 
Learning Lessons
Professional Development on a Budget

Working for the state, we realize that there are limitations to the resources we have when it comes to professional development. However, when budgets are tight and teams are short staffed, it is even more imperative that teams are effective and efficient. Finding ways to develop the individuals on our teams or taking control of our own growth can seem daunting. To help with the cause, here are some ways to develop yourself or your team with limited resources.

  1. Mastermind groups - A group of individuals that share a common interest in development. These groups meet regularly to discuss leadership development concepts, tools, techniques and share resources with one another. A great way to approach this is to have someone different lead the group each time in a discussion around a given leadership topic or competency.
  2. Cross training - Getting to see the work of other people and how they navigate their daily process is an easy approach to development. Seeing the work others do and understanding how all functions of your department intertwine will give you a great sense of job knowledge and awareness that allows you to make better decisions and be more affective within your unit.
  3. Stretch assignments - development comes from pushing yourself and your team to new boundaries.   By giving individuals assignments that are just beyond their current capabilities gives them space to develop new skills and knowledge. As an individual, ask to take on projects or pieces of projects that are slightly outside of your job description. This will not only show your initiative and send a strong message to your team, but it allows you to learn new tools and skills making you more valuable to the organization.
Center for Organizational Effectiveness
Department of Personnel & Administration
Division of Human Resources
dpa_prsnltraining@state.co.us
303-866-2439