Developmental objectives
Featured in the Setting Objectives and Seeing Them Through training manual
By Beverley Williams
Category: Performance Management
Credit price: 3 download credits (Single user)
The successful manager always seeks to provide developmental opportunities for the team by agreeing developmental objectives as well as those that are task based. Making the most of the potential of each individual has many benefits for the individual, the team, the manager and the organisation as a whole. Developmental objectives can be more difficult to set, monitor and review as it is more difficult to assess, for example, coaching skills, than to see whether a new system is fully operational. However, the additional effort involved in ensuring that development does take place is not only a sound investment, it is also essential if organisations are to make the most of their people and ensure that valuable human resources aren’t tempted to leave for pastures new. Although very little can be achieved without the commitment of the individual involved, it is unrealistic to put the entire onus for development on the shoulders of that person. However committed and determined someone is they will find it difficult to achieve developmental objectives without the support of their direct manager. An organisation that provides a learning and developmental environment is also needed to provide the ideal conditions for people to reach their full potential. This training activity looks at the benefits of integrating developmental objectives with task-based objectives along with examining the benefits and potential drawbacks of setting developmental objectives.
You open the training activity by defining developmental objectives, and exploring their benefits and potential drawbacks. You examine the ideal environment for achieving developmental objectives, gaining agreement that although the main responsibility is that of the individual, line manager and organisational support is crucial if the optimum results are to be achieved. Then participants focus on managers and colleagues with whom they have worked in the past who are excellent ‘developers of people’. Participants identify the reasons why these managers or colleagues succeed and bring those qualities into play as they develop action plans to agree and achieve developmental objectives for themselves or for those they manage. Finally, you close the training activity by asking each participant to give one or two of their action points.
Who is it for: This training resource is intended for use by trainers to enable participants to focus on what’s best for the team rather than what brings the easiest results. Developmental objectives are more difficult to set, monitor and review than task-based objectives but can be far more valuable.
| Resource Type: | Activity |
| Min Group Size: | 4 |
| Max Group Size: | 10 |
| Typical Duration: | 02:40:00 |
| No of Pages: | 17 |
Resources: View standard resources for Fenman training activities
Purpose: This training resource is intended for use by trainers with all members of staff as everyone needs to understand objectives and how they can be used. Most important for participants who manage others in some capacity as this understanding is crucial for these people. Participants should already have covered ‘Objectives: What they are and why they exist’ and ‘Introducing the SMART objective’. This training activity should be run in conjunction with ‘Task-based objectives’, to give participants an understanding of both sides of the task-based/developmental situation.
Download the training activity, Developmental objectives as featured in the Fenman training manual; Setting Objectives and Seeing Them Through