Development actions are the specific, actionable steps an employee undertakes to support a development goal and achieve a desired behavior change. They are the practical components that transform a strategic development plan into tangible progress.
Understanding Development Actions
As highlighted in the definition from May 16, 2022, development actions are the "specific action steps that an employee will take, in support of a development goal, to achieve the desired behavior change." This means they are not merely ideas or intentions, but concrete tasks designed to lead to a measurable improvement or new skill acquisition. Since a development plan is fundamentally an action plan, these actions are critical for defining how the desired outcome will be achieved.
Why Are Development Actions Crucial?
Development actions are the backbone of any effective personal or professional growth strategy because they:
- Provide Direction: They clearly outline what needs to be done.
- Facilitate Progress: They break down large goals into manageable steps, making the development process less daunting.
- Enable Measurement: Specific actions allow for tracking and evaluating progress towards a goal.
- Promote Accountability: By committing to specific actions, individuals take ownership of their growth.
- Drive Behavior Change: Their ultimate purpose is to cultivate new skills, habits, or mindsets, leading to observable changes in performance or approach.
Types of Effective Development Actions
Development actions can take various forms, depending on the individual's goals and learning style. Here are common examples:
- Formal Learning:
- Enrolling in online courses (e.g., Coursera, LinkedIn Learning).
- Attending workshops, seminars, or conferences.
- Pursuing certifications or advanced degrees.
- On-the-Job Experiences:
- Taking on new projects or responsibilities (e.g., leading a cross-functional team).
- Job shadowing a more experienced colleague.
- Seeking stretch assignments that challenge existing skills.
- Participating in internal committees or task forces.
- Relational Learning:
- Seeking mentorship or coaching.
- Engaging in regular feedback sessions with a manager or peers.
- Networking with industry professionals to gain insights.
- Participating in peer-to-peer learning groups.
- Self-Directed Learning:
- Reading books, articles, or research papers related to the development area.
- Practicing new skills regularly (e.g., public speaking, coding).
- Keeping a reflection journal to track progress and insights.
- Experimenting with new tools or techniques.
Key Considerations for Implementing Development Actions
To ensure development actions are effective, consider the following:
- Specificity: Actions should be clear and leave no room for ambiguity (e.g., instead of "improve communication," use "attend active listening workshop and apply techniques in weekly team meetings").
- Measurability: Define how you will know if the action has been completed or if progress is being made.
- Achievability: Actions should be challenging but realistic given current resources and time.
- Relevance: Each action must directly contribute to the overall development goal.
- Time-bound: Set clear deadlines or timelines for completing each action.
Summary of Development Actions
| Feature | Description |
|---|---|
| Purpose | To support a specific development goal and achieve desired behavior change. |
| Nature | Concrete, actionable steps, not just abstract intentions. |
| Role | The core components of a development plan, turning strategy into execution. |
| Outcome | Tangible progress, skill acquisition, improved performance, and behavioral transformation. |
| Examples | Courses, job shadowing, mentorship, practice, feedback sessions, new project assignments. |
By carefully defining and executing development actions, individuals and organizations can systematically work towards growth, skill enhancement, and achieving their full potential.
