Individual development plans and coaching can be beneficial for various reasons. Whether you want to overcome a performance deficit or to accelerate the growth of a high achiever, SACS can tailor a development plan to meet the needs of the individual and the organisation.
One of the key questions that must be asked when creating a development plan for an individual relates to the person’s core characteristics, such as their intelligence and personality. Because these characteristics are heavily genetically determined, understanding them can help you develop development plans that are much more likely to succeed. Once you understand an individual’s personality and intelligence components you are in a far better position to create learning or coaching programs which will build on their core strengths or address natural areas of difficulty.
The stages in a SACS development planning process typically include:
In some cases you may want to engage us for further coaching. This generally consists of the following steps:
SACS coaching activities are targeted, specific and of a pre-determined length. There is strong evidence suggesting that, for most purposes, coaching engagements in excess of 6 meetings tend not to bring about change. We believe that the success of coaching activities should be assessed by the degree of change over the engagement, not just by the self-reported satisfaction of the participant.
At SACS, we believe that career transition management is not just about helping a person find a new job, it is about developing skills that will continue to help the person throughout their career. So for whatever reason you may want to support a departing employee in their job search, let us help.
The SACS approach is evidence based and focusses on individualised coaching. The stages typically include:
Sometimes the most valuable individual development decision is to decide that this person is not a natural fit for the job that they are in and to redeploy them in a role that will naturally play to their strengths. SACS has often brought about such an outcome leading to a pain free and economic repositioning of the employee in a role in which he or she immediately succeeds. Way better than weeks or months of fruitless coaching.