Loughborough University
Leicestershire, UK
LE11 3TU
+44 (0)1509 222222
Loughborough University

Staff Development

Planning your development

Stained Glass in Rutland building

This section of the website allows you to focus on your development.  It will guide you through a process so you can establish where you are at the moment in relation to where you would like to be. 

Development may mean promotion for you, it may mean getting more out of your current role, or it may just be a way of increasing variety.  Either way, development is important to ensure that you are able to keep up with ever-changing job roles, this helps maintain performance in your role and importantly job satisfaction. 

Please follow the process through the different stages, starting with 'Identify a need', by doing this you will be able to plan each stage at your own pace, selecting training and development options which are right for you. View the detailed information for each stage in the pull-down boxes below.

 

Plan your development image

Identify your development needs

Identifying development needs can be challenging.  It is tempting to look at courses that just sound interesting to you, however it is important to get the most out of your ‘development’ by targeting specific areas that are meaningful for you.

Following the steps below can make this easier: 

  1. The first stage in the process is to identify what you are ‘required’ to do in your role.  When identifying training for your role at work it is often useful to start with your job description and identify what you are required to do.  In doing so, consider what skill sets, behavioural aspects and knowledge requirements are important for you to be able to perform effectively.   You may also want to consider at this stage what may be required if you want to progress and develop into a new role, and list the skills knowledge and behaviours required to meet the standard

  2. The second stage is to understand your ‘actual’ current skills, behavioural traits, and knowledge base, and consider how these map onto what you are required to do already.  You may realise that you have attributes that you are not able to use in your role which you may want to use more.  Or you may realise that over time some gaps have widened and you may need to take a little time to close them again.  During this stage it is critical that you are honest! It can be helpful to ask others for honest feedback and you could consider asking colleagues or you manager to help you with this if you feel comfortable to do so.

  3. Stage 3 is a comparison stage where you consider your identified ‘required’ skill sets, behavioural aspects and knowledge requirements, with your ‘actual’.  If you have identified some gaps you have then successfully identified possible areas where you can target your learning or development to make sure you are using your time most effectively.       

    You may find it useful to use this form to help you through the three stage process:

Word DocumentPlanning your development - Identify

  

Decide how to approach

Once you have identified your needs the next step is considering how you will approach your development.  Before you do this, it might be worthwhile spending some time thinking about how you personally like to learn.  You may be someone who prefers to read and reflect on information, enjoy discussing issues in groups, like to observe others, or you may just like to try things out.

Either way, you will probably have a preference in your learning approach and this is normal, however it is important to remember that it can be useful to adopt a range of techniques to help you develop.

When you are deciding on your development you may want to consider other options and other development techniques as well as the traditional approach to going on courses.

Plan your development

By this stage you should have identified some areas for development and given some consideration in relation to how you prefer to learn.

It is recommended that you use a development plan, by doing so should help you stick to what you set out to achieve. 

You may find this downloadable form useful when creating your development plan:

Word Document Planning your development - Plan

Review your progress

By making time to review your development ensures the learning cycle is brought full circle. Remember to make sure you log what you learned on your Personal Development Plan, and how you have used what you have learned.

Remember to bear in mind that you can add to your Personal Development Plan after you have completed a task or project for example, it can be surprising how much you learn just through ‘on the job’ training and development.   This record will help you in the future in a number of ways.  Among these include having a record of your achievements for your Performance and Development Review (PDR) and they are also useful when applying for new posts as they can help to remind you of your achievements which can easily fade into the background of the day to day work. 

Please use the link below to see an example of how you could complete your Personal Development Plan.

Word DocumentPlanning your development - Review

Remember this will link very closely to your Performance and Development Review (PDR) plan, and you could also use this as evidence of your development and progression.  You can visit the website dedicated to Performance and Development Review (PDR) by following this link : PDR

 

Contact us

Tel: 01509 222381