- What you want to get better at
- How you’re going to do it
- When you’re going to do it
I have one. I make sure my employees have one. And I try to encourage all employees to have one, not just managers.
The idea is often met with resistance. I hear things like “I’m developing all the time, why do I need to write it down?”, or “I don’t have time to do that”, or “That’s just some form HR makes us fill out… it’s worthless”, and on and on.
There’s some truth to all of these comments. Perhaps at one time you were forced to fill out a form, or maybe someone even wrote one for you. Maybe it was the last page of a performance appraisal.
There was little substance, little buy-in, and it really was just extra work that no one has time for.
When I conduct workshops on how to develop as a leader, or am coaching a leader, I usually get pretty good buy-in until we get to the point where it’s time to put it in writing. The moment of truth, time to make a commitment. Then, for some, picking up that pen is met with staunch resistance.
You can sit back and float though life hoping you’ll get better as a leader. And if you’re lucky, you will. Development will come to us.
But why not increase your chances of success ten times simply by putting your development goals in writing? Do it. It’s the best investment you’ll ever make.