Development Action Plan

What is a development action plan?

A Development Action Plan (DAP) is a strategic plan to improve areas you require to advance in your career. It is the concise outlining of your plans to rise on the corporate ladder and the steps to get there. Designing a development action plan helps alert employees to the prospects and possibilities available to them if they put in the effort. It serves as a guide for the organization and the individual.

How do you write a development action plan?

Details to write in a DAP include:

  • The description of the goal.
  • Steps or activities that will help in achieving the goal.
  • Employees or teams that will work on each activity to achieve the goal.
  • Resources and support that are needed to meet the goal.
  • The timeframe to achieve the goal.
  • The indicators that show progress or mistakes.

What are the eight steps to developing an action plan?

  1. Define the responsibilities of each employee or team.
  2. Define the objectives of each task.
  3. Set expected outcomes or range of outcomes.
  4. Clarify the resources needed and how to get them.
  5. Identify the likely challenges and how to mitigate them.
  6. Set target dates to hit each milestone.
  7. Clarify the rewards or sanctions that will be given at the end of the timeframe.

Set evaluation metrics to determine if the plan was achieved or not.


Culture Fit

What is a cultural fit? 

The work environment brings together people of different backgrounds, lifestyles, beliefs and values. However, there must be a cultural fit for the employees to be finely attuned to the company values and have a satisfying work experience. A culture fit refers to the proper alignment of the employees' lifestyles and backgrounds with the company's values and vision. 

What is a good cultural fit?

When screening a prospective employee, a good cultural fit believes in the company's mission and indicates shared attributes with an ideal employee. A good cultural fit isn't just someone who seems qualified. Instead, by observing the prospect's values, motivations and interests, it becomes clear whether they are a good cultural fit or not.

How do you determine culture fit?

To determine a culture fit, it is crucial that you first communicate the corporate culture to the employees. By identifying the company's core values, you can assess those who are motivated by it and those who are put off.

Also, hiring workers must be based on merit to ascertain that every employee brought on board is a high-performing professional who has self-motivation, resilience, collaboration and leadership qualities. 


Corporate Culture

What is corporate culture? 

Corporate culture refers to the generally-ingrained beliefs, shared values and behavior of a company's employees. It is displayed in how employees work, interact with each other and perceive the company. According to the Society of Human Resource Management (SHRM), the silent code of conduct reflects how to get things done. The corporate culture is usually tied to the company's vision, values and goals. 

Corporate culture is observable in the employees' dress code, work hours, office setup, employee relationships, employee benefits, customer relations, media relations, hiring decisions and other areas of operations.

What are the 4 types of corporate culture?

Clan culture: This sort of corporate culture emphasizes collaboration, teamwork and joint participation. 

Hierarchy culture: This corporate culture focuses on the traditional, formal and clearly defined hierarchy system. Structures are in place to differentiate the tasks and benefits of managers and subordinates. 

Market culture: This type of corporate culture indicates the general focus on contributing to the company's revenue. All hands are on deck to ensure profits, minimize losses and reward employees accordingly. 

Adhocracy culture: This type of corporate culture emphasizes the need for innovation and bright ideas. Creativity and risk-taking are usually celebrated.

What is good corporate culture?

A good corporate culture is reflective of the company's goals and values. To ensure that your organization keeps a good corporate culture, take note of employee feedback and implement changes where necessary.


Constructive Feedback

What is constructive feedback?

Constructive feedback looks to achieve a positive outcome by providing useful observations, guidance, or suggestions for the recipient's work or future. The result may be speedier procedures, improved behaviors, the identification of vulnerabilities, or fresh insights.

What are examples of constructive feedback?

Example of positive comments: 

"Jenny, I have always admired your productivity and dependability. However, I have recently noticed a change in your performance. Turning in projects late is unlike you. I wanted to check in with you to see if you are okay and whether there are any obstacles you've encountered and why. Also, I would like to see how I can support you better. 

What are the 4 key features of constructive feedback?

We distinguish four fundamental types of constructive feedback in the workplace: positive feedback, negative feedback, motivating feedback, and corrective feedback.


Competency Model

What is the competency model?

A competency model is a compilation of the necessary competencies for optimal job performance. Competencies are the individual KSAOs or combinations of KSAOs, and the set of competencies is often referred to as the competency model.

What are the different types of competency models?

There are various types of competency models, the following of which are most commonly used:

  • Organizational core competency model
  • Functional competency model
  • Job competency model
  • Leadership competency model
  • A custom competency model

How do you develop a competency model?

Competency frameworks can either be a generic list of universal abilities applicable to all employees (e.g., digital literacy, foreign language proficiency, and collaboration) or a more complicated system of skills associated with particular positions and levels of seniority.

The following are the five steps to developing a practical competency model:

  1. Outline the principles for your competency framework by incorporating employees and listening to their feedback, conveying to your employees why you are establishing a competency framework in the first place, and utilizing applicable competencies.
  2. Define the objective and structure of your future competency model by establishing a clear framework and incorporating components such as soft skills, technical abilities, leadership competencies, etc.
  3. Assemble a project team and collect data by bringing together individuals with differing viewpoints on employees' abilities and competencies, specifically: a C-suite representative, an operations executive, a recruiter, and a learning and development colleague.
  4. Draft the competency framework; make sure you only include competencies that you can measure or reconcile with specified seniority levels, such as Junior, Middle, and Expert. Additionally, reduce the number of competencies per role to a maximum of twenty and divide them into clusters. You can split your competencies into Hard skills and Soft skills groups or create subgroups using a more precise and job-specific methodology.
  5. Prepare for implementation by ensuring that everything is in order and ready to be implemented.

Company Values

What are company values? 

Company values mean the set of clearly defined principles that guide an organization's operations from top to bottom. A company's values are identifiable from the corporate vision and mission statement and they show what kind of work the organization aspires to be.

What are company values examples?

Examples of company values include the following:

Quality: The commitment to stick to a standard of top-quality products and services, irrespective of economic challenges.

Customer-centric service: This is placing the interests of the company's customers as a top priority, thereby winning their trust and loyalty.

Integrity: This is when value is placed on an ethical code of conduct in a manner that is considered professional and trustworthy to anyone the company interacts with.

Accountability: Emphasis is placed on responsibility for actions to ensure discretion and initiative.

What are the core values of a company?

A company's core values serve as non-negotiable, binding principles observed by all company members to guide actions, tasks and behavior. 


Career Path

What is a career path? 

A career path is the progression of an individual's professional journey from his first job role up to retirement. It is a strategically planned direction that employees chart to reach a peak point of high value and maximum career benefits. You follow a career path through your sequence of job roles, whether within the same organization/industry or by switching between organizations/industries.

Having a clearly defined career path benefits the individual employee, as it guides them on what skills and opportunities to pursue. It also helps the company because it spurs the employee to put in a high-quality performance to climb the corporate ladder.

What are five career paths?

There are several career paths, each with its unique challenges and rewards. Some common career paths include:

  • Health services
  • Arts and communication
  • Business
  • Engineering
  • Human Resources

What is a good career path?

A good career path aligns with a person's personality, passion, skill set and plans. To ensure that a good career path is charted, one must pay attention to current trends in the corporate world and look out for future projections of that line of work. As a professional, you want to make sure your career path will remain relevant. It is advisable to leave room for some change in direction, which you might explore soon.


Career Growth

What is career growth?

Career growth can be defined as progressing from one point in your career point to a higher point. The progress made on the corporate ladder is all through an employee's professional journey. Career growth is achievable through promotions and increased responsibilities, which helps employees hone their skills, increase performance and enjoy more rewards. While it is the sole responsibility of the individual to aim for their career growth, the organization still plays a significant role in aiding the progression of the employee.

What are types of career growth?

Vertical career growth: It refers to when an employee advances gradually from the bottom of the corporate ladder to the top. This type of growth is identifiable by increased responsibility, from receiving orders to leading small teams and then overseeing larger teams.

Horizontal career growth: This type of growth is evident in the step-by-step advancement of an employee into different niches or across multiple industries. This type of career growth indicates an interest in gaining wide scope of knowledge and experience.

What is important for career growth?

To aim for career growth, it is important to make a clear short-term plan that is realistic and attainable. Build solid networks and cultivate cordial relationships with co-workers, to stay in the loop of all ongoing work activities, opportunities and decision making. Lastly, by paying attention to performance reviews, an employee can pinpoint areas of performance that need more effort to avoid career stagnation.



‍What does bias mean?

Bias is a disproportional weight in favor of or against an idea or object, typically closed-minded, discriminatory, or unfair. People may develop favorable or unfavorable attitudes towards a person, a group, or a belief. Biases can be either innate or acquired.

What is an example of bias?

The most common example of bias in the workplace is giving someone preferential treatment because you know them personally, have worked with them before and like them better (physically, character-wise, etc.). This can be conscious or unconscious; it can often create a toxic work environment when happens often. 

What are the 3 types of bias?

Three types of bias are information bias, selection bias, and confounding.