4 Responses

1. Getting people engaged
   That’s a tough challenge! Getting people engaged in their own development can, strangely, be difficult. One of my PDPs is used as an example for a company I used to work for. By showing one with lots of results on it (especially how I used the training) got people talking about whether they would do the same, or appreciate it the same way. Maybe invent a PDP with some whacky training and outcomes, and get them to amend it to what they want? Make it real, but start from a fun, fantasy point of view? Hmmm. what would Superman’s PDP have looked like? Good luck! Carolyn

2. try a different perspective
   I guess in the current economic climate people are more worried about their job security and less likely to think much about longer time horizons, such as career development and on-going personal development.

   So why not use these natural fears as the hook? Show how enhancing their skills in communicating, teamworking, problem solving etc can help them help their company weather the current storm more smoothly, and so secure their job.

   Often in challenging times employees are called upon to do tasks outside of their normal role, so this can be used as an opportunity for people to try out new jobs and perhaps demonstrate to management hither to unknown talents that could lead to new career opportunities.

   Good luck,

   Martin

3. not the answer you are looking for…
   …but in my experience, the best way to get junior staff interested in their own development, is to get their line manager to take a personal (and regular) interest in their staff’s development.

   Another thought is to simply the paperwork and bureaucracy – people are often put off by having to write SMART objectives and fill in the forms.

   At the start of the workshop can you get them to do a bit of personal envisioning at what or where they want to be in 3-5 years?

4. Do not ask how to engage people: ask instead what you are doing
   Try to thnk what the PDP is for and why that is making people disengage.
   Everyone wants to know how to do a better job but few people enjoy being judged or threatened.
   Take away the judgements and the threat of perfprmance adjusted pay based on the oucome of the PDP and you will be surprised how engaged people will become.

   You should not be asking how to engage people.
   You should be asking “What am I currently doing that is causing people to disengage” then stop doing it!”

   Peter A Hunter
   http://www.breakingthemould.co.uk