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Participants should rely on multiple sources to identify their development needs. Below are examples of sources of information helpful for identifying goals.  \n1) Myers-Briggs Type Indicator® Personal Impact Report. This report contains a wealth of information designed to help individuals identify natural strengths, as well as blind spots, based on personality preferences. Guide participants in identifying the content most relevant, accurate, and applicable to their personal and professional circumstances.  \n2) Feedback from others. Whether through a formal 360° assessment or informal feedback from others, participants should seek out suggestions for development from their manager, peers, and direct reports. While a formal process provides an anonymous format, informal interviews can still prove to be a valuable source of feedback. Sample questions for them to ask:  \n- What strength do you believe I should leverage more?  \n- What blind spot do you believe I may have that I’m not aware of?  \n- What is one behavior change or action you feel I could benefit from most?  \n3) Other sources of information. Have participants received any additional training, assessment data, or professional development opportunities to consider? Another possible source could be individual goals identified for human resources or talent management. Consider career planning such as development needed for advancement or yearly goals for talent management.  \nFollowing are examples of how to guide participants—in this case a new manager in a technical manufacturing environment—in responding to each section of their Professional Development Plan.  \nWhat I want to achieve  \nOnce participants have identified their focus, they need to think broadly about their goal. What they want to achieve should be their long-term goal or end result.  \nExample: I want to be successful in my new role as a manager by learning to develop, mentor, and coach my employees.  \nThe benefit of achieving that  \nProfessionals often fail to consider this concept. Have participants really think about the benefits of achieving their goals. Example: My direct reports will respect me as a leader and be open to working together effectively as a team.  \n[1-800-661-5158 : www.psychometrics. com](1-800-661-5158 : www.psychometrics. com)  \nProfessional Development Plan  \nTemplate Instructions for Practitioners  \nMy top two priorities  \nParticipants’ priorities should be specific and concrete.  \nExample: My first priority is to be a betterdelegator. I often struggle to be patient with employees when I see that I could complete their task more quickly.  \nExample: My second priority is to be a better listener in order to identify my direct reports’needs.  \nMy behaviors  \nBehavior to continue practicing. Here participants should focus on their strengths, identifying what they do well and should continue doing to support their goals.  \nExample: I have great technical skill in industrial manufacturing and many years of experience to leverage.  \nBehavior to strengthen. Here participants should identify a development need that is necessary for them to reach their goals.  \nExample: When an employee is struggling with a task, as a new manager it is easier forme to just complete the task myself. I must learn to be patient, provide guidance, and mentor my employees for their long-term growth. Forme to be successful asa leader, my team members need to be successful in their roles.  \nMy measure of success  \nMake sure participants are specific about what success will look like.  \nExample: I will have more time for meeting one-on-one with every employee to focus on their growth and learning, as opposed to taking over or doing their job for them. By Q4, I will be meeting with each direc","cbCaihYQ9KWqOzEG","https://ap.wps.com/l/cbCaihYQ9KWqOzEG","pdf",497379,"English","# Professional Development Plan\n## Template Instructions for Practitioners\n## Identifying Development Needs\n## Defining Goals and Benefits\n## Setting Top Priorities\n## Planning Behaviors and Measures of Success\n## Actions, Feedback, and Support","[{\"question\":\"How should participants identify their development needs?\",\"answer\":\"Participants should rely on multiple sources such as personality impact reports and feedback from others, including formal 360° assessments or informal input from a manager, peers, and direct reports.\"},{\"question\":\"What elements must be included in the plan’s goal section?\",\"answer\":\"Participants should describe what they want to achieve as a long-term goal or end result and explain the benefits of achieving those goals, using specific examples.\"},{\"question\":\"How do participants measure success and plan actions?\",\"answer\":\"Participants should define what success looks like in measurable terms, then list specific actions they will take to reach the goals, adding dates where appropriate. They should also identify who will provide feedback and who will provide support.\"}]","Professional Development Plan - Template Instructions for Practitioners | PDF",1790092405]