Four simple steps to develop your skills and build a … · Web viewTitle Four simple steps to...

July 2009

Four simple steps to develop your skills and build a career pathway.

A planning kit for NRM Project and Program managers

State Natural ResourceManagement (NRM) Office

The skill development planning toolkit for NRM project and program managers

IntroductionThis toolkit has been designed to assist you to:

Further develop the skills needed for your role Identify the best method for developing these skills Build an ongoing career pathway over the next three years

It’s intended to be practical and useful. Not to take up shelf or hard-drive space. More information, case studies, interviews can be found on the State NRM Office website, www.nrm.wa.gov.au. (See Appendix 1).

What’s in the toolkitThe kit includes a skills matrix. This identifies the priority areas for skill development of NRM project (or program) managers. In partnership with your supervisor, you can use the matrix as a basis to map out your skill development pathway whilst in this role.

It also contains some planning templates to help you to identify skill gaps and which of the skills should be a priority for you. The templates will also assist in identifying how to develop these skills.

Why use it?The NRM sector needs to retain skilled staff. And you need to continually build your skills through a defined process. This will enable you to take on and deliver on more challenging roles. By using this toolkit you will also become a more ‘attractive employment option’ within your current organisation – or even with other organisations further down the track! How to use the toolkitThe toolkit should be used in collaboration with your supervisor. It is reasonably straight forward, but will require an hour or two for you to review your current skill set and then work with your supervisor to develop an agreed way forward.

It would be useful to have your job description to refer to as you go through this process. It may also be worthwhile to discuss the skill needs of the role with the person previously in your position or other staff in your organisation.

Step 1. Look at the skill requirements using the skills matrixTable 1 shows the skills matrix, which identifies the priority areas for skill development of NRM project managers. Don’t panic - these are not necessarily compulsory training requirements. And it is not suggested that you should commence your role with these skills already in place. Think of it more as a skills pathway to perform the tasks associated with your role.

Table 1. Skills matrix - priority areas for skill developmentSkill & priority

Year 1 Year 2 Year 3

Project Management (a)Change

management (a) Leadership (a)Staff management (b) Negotiation (b)

Self awareness (c) Partnership building (c)Communication & listening (d)

Prioritisation (e)

Note: Technical skills have not been included in the matrix due to the wide range of skills required across roles, regions and organisations. It’s recommended that you identify the core technical requirements of your role with your supervisor.

Step 2. Think about methods for skill developmentThe options for skill development are shown in Table 2. The options are based on the ‘Staged Self-directed Learners’ (SSDL) model developed by Gerald Grow. The SSDL model shows that learners advance through stages of increasing self-direction, from dependency (on others) through to self-direction. Thus there will be an initial need to participate in workshops and courses as an effective option for skill development. It is also important that you are provided with developmental support and feedback to enable you to move towards becoming increasingly self-directed in your skill development.

Self-direction will also increase as you allocate time to think and reflect on your work to identify areas for continual improvement.

Table 2. Methods for skill developmentSkill development

optionDescription

Workshop Participative interactive workshop addressing all adult learning strategies & accessing experience of peers. This can also include training courses and to a lesser degree, seminars (which tend to focus on one-way communication)

Shadowing Staff member works with senior or more experienced staff member to observe how they approach specific tasks or projects

OTJ (On the Job) Staff member learns directly from their ‘on the job’ experience. Effectiveness will increase as they incorporate some form of reflective practice including debriefs and journal of learning.

Mentoring Staff member uses mentoring process to address specific developmental issue

Peer forum Staff member attends (or logs into online) to further develop their understanding of specific issues or seek feedback on challenges that they’re dealing with

Self-sourced Staff member seeks out learning materials (books, CDs, DVDs, online courses etc) and allocates time to utilise & apply these

Step 3. Identify the skills needed in your roleBoth you and your immediate supervisor should separately fill in the skill requirement tables for the current year of your tenure (either Year 1; Year 2 or Year 3.) All you need to do is:

1. Select which year is most appropriate (Yr 1, 2, or 3)2. Identify the skills needed for your role during this year3. Identify and provide examples of skills that you already have and use4. Identify any gaps

Then meet for 90 minutes to: Compare answers Agree on skill development needs Map out a skill development program for the coming 12 months

(Note – you may need a separate meeting to map out the Technical Skills section)

If you can already demonstrate satisfactory abilities and practices in any of the skills listed it is recommended that you focus your developmental efforts on the next highest priority in the matrix.

The skill development program should be reviewed with your supervisor every four months.

Year 1 skill requirements

SkillSkill req’d

(Y/N)Already trained and/or

using this skill (Y/N)Examples of this

(a) Project Management

(b) Staff management

(c) Self awareness

(d) Communication & listening

(e) Prioritisation

Year 1 skill gaps

SkillPriority for

developmentReasons why

SkillSkill req’d

using this skill (Y/N))Examples of this

(a) Change Management

(b) Negotiation

(c) Partnership building

Year 2 skill gaps

SkillPriority for

SkillSkill req’d

using this skill (Y/N)Examples of this

(a) Leadership

Year 3 skill gaps (look at specific aspects of your leadership)

SkillPriority for

Step 4. Develop options to address skill gaps Now that you’ve identified the skill gaps, you can work on identifying options to address them. An example is provided in Table 3 below.

The skill gap in this instance is ‘Project management’. You now need to identify the ‘what, who & when’ for each of the skill gaps that you’ve identified, using the templates on the following pages. Refer back to Table 2 for a description of each method.

Your completed templates can then be used as a calendar or action plan for your ongoing learning and development. Once these have been completed, fill in the summary template (Table 8) as a quick way to reference guide and a way to track your progress. An example is shown in Table 7.

Table 3. Example skill development template - Project managementWhat I will do Who will be

involvedPriority When

byWshop/course Identify courses coming up in Albany or

PerthUse NRM websiteGet course recommendations from other staffEnrol

Me & SupervisorMeMe

Me & supervisor

High 12/3

Mentoring Work with mentor to identify my project management strengths & weaknessesDevelop strategies to improve specific aspects of my project management

Me & mentor

High 30/6

Self sourced Buy, read & utilise ‘Project Management for Dummies‘

Me High 30/7

On the job Identify project milestones for next 6 monthsTrack time spent on each projectBlock time into diary for specific projects

High 30/3

Peer forum Use NRM online to find out the value of Project Management training undertaken by staff in Avon & Rangelands regions

Me Medium 30/8

Shadowing Observe & rate project management strategies used by peers

Me Medium 30/4

Table 4. Recommended methods for skill development - Year 1

Skills Avenue for development

Wshop/ Course Shadowing Mentor Peer forum Self sourcedProject Management √ √ √Staff management √ √ √Self awareness √ √ √Communication & listening √ √ √Prioritisation √ √ √

Wshop/ Course Shadowing Mentor Peer forum Self sourcedChange management √ √ √Negotiation √ √ √Partnership building √ √ √

Wshop/ Course Shadowing Mentor Peer forum Self sourcedLeadership √ √ √

Year 1 Skill development template - Project management What I will do Who will be involved Priority When by

Wshop/course

Shadowing

On the job

Mentoring

Peer forum

Self sourced

Year 1 Skill development template – Staff managementWhat I will do Who will be involved Priority When by

Wshop/course

Shadowing

On the job

Mentoring

Peer forum

Self sourced

Year 1 Skill development template – Self awarenessWhat I will do Who will be involved Priority When by

Wshop/course

Shadowing

On the job

Mentoring

Peer forum

Self sourced

Year 1 Skill development template - Communication & listeningWhat I will do Who will be involved Priority When by

Wshop/course

Shadowing

On the job

Mentoring

Peer forum

Self sourced

Year 1 Skill development template - PrioritisationWhat I will do Who will be involved Priority When by

Wshop/course

Shadowing

On the job

Mentoring

Peer forum

Self sourced

Year 2 Skill development template – Change managementWhat I will do Who will be involved Priority When by

Wshop/course

Shadowing

On the job

Mentoring

Peer forum

Self sourced

Year 2 Skill development template - NegotiationWhat I will do Who will be involved Priority When by

Wshop/course

Shadowing

On the job

Mentoring

Peer forum

Self sourced

Year 2 Skill development template – Partnership buildingWhat I will do Who will be involved Priority When by

Wshop/course

Shadowing

On the job

Mentoring

Peer forum

Self sourced

Year 3 Skill development template – LeadershipWhat I will do Who will be involved Priority When by

Wshop/course

Shadowing

On the job

Mentoring

Peer forum

Self sourced

Table 7. Example summary table

Skill Gap Methods for development (High priority)

Target date Review date Completed (Y/N)

Project management Course 12th March 30th March

Mentoring 30th June 15th JulySelf sourced 30th July 15th AugustOn the job 30th March 15th April

Staff management Workshop 14th April 30th AprilMentoring 1st October 15th October

Self awareness Workshop 2nd September 16th SeptemberSelf-sourced 1st July 14th JulyMentoring 1st December 14th December

Table 8. Summary tableSkill Gap Methods for development

(High priority)Target date Review date Completed (Y/N)

Appendix 1. Providers of training in core skill development areas for NRM staff

Skill development need Provider Contact Location NRM sector experience

Regional delivery

Adult learningAha! Consulting www.ahaconsulting.net.au Perth Yes Yes

ARID Groupwww.arid.com.au Perth Yes Yes

Change managementAha! Consulting www.ahaconsulting.net.au Perth Yes YesAustralian Institute of Management (AIM) www.aimwa.com Perth YesBJC Consulting belindacoghlan@iprimus.com.au Perth Yes YesLeadership Management Australia –XL Partners

firwin@lma.bizwww.leadershipmanagement.com.au

Perth Yes

Progressive Training www.progressivetraining.com.au Geraldton Yes Yes

Communication & listening skills

Aha! Consulting www.ahaconsulting.net.au Perth Yes YesAustralian Institute of Management (AIM) www.aimwa.com Perth YesARID Group www.arid.com.au Perth Yes Yes

BJC Consulting belindacoghlan@iprimus.com.au Perth Yes YesCombined Team Services www.ctsconsult.com.au Bunbury YesCVHR Learning, Leadership and HR Solutions

www.cvhr.com.au Perth Yes

Every Excellence www.everyexcellence.com.au Margaret River

Imagination Works imaginationworks@iinet.net.au PerthInstitute of Public Administration Australia (WA)

www.wa.ipaa.org.au Perth Yes

Leadership Management Australia –XL Partners

Progressive Training www.progressivetraining.com.au Geraldton Yes YesTAFE – Great Southern www.gstafe.wa.edu.au

WA Council of Social Services (WACOSS) www.wacoss.org.au Perth Yes YesCommunity engagement

Aha! Consulting www.ahaconsulting.net.au Perth Yes YesAustralian Institute of Management (AIM) www.aimwa.com Perth YesBJC Consulting belindacoghlan@iprimus.com.au Perth Yes YesInstitute of Public Administration Australia (WA)

International Association of Public Participation (IAP2)

www.iap2.org.au Brisbane Yes

21st Century Dialogue www.21stcenturydialogue.com PerthCustomer service

Business Management and Training Services

www.busmgt.com.au Gelorup Yes

FacilitationAgribusiness Training (Curtin University & DAFWA)

BLacey@agric.wa.gov.au Northam Yes Yes

Aha! Consulting www.ahaconsulting.net.au Perth Yes YesARID Group www.arid.com.au Perth Yes YesInstitute of Public Administration Australia (WA)

People Rich www.peoplerich.com Perth Yes YesWA Council of Social Services (WACOSS) www.wacoss.org.au Perth Yes Yes

LeadershipAha! Consulting www.ahaconsulting.net.au Perth Yes YesAustralian Institute of Management (AIM) www.aimwa.com Perth YesARID Group www.arid.com.au Perth

MandurahDenmark

Yes Yes

Business Management and Training Services

CVHR Learning, Leadership and HR Solutions

Institute of Public Administration Australia (WA)

Perth Yes

Progressive Training www.progressivetraining.com.au Geraldton Yes YesWA Council of Social Services (WACOSS) www.wacoss.org.au Perth Yes Yes

NegotiationAustralian Institute of Management (AIM) www.aimwa.com Perth YesARID Group www.arid.com.au Denmark Yes YesChatfeild-Clarke Consulting www.paulchat.com PerthCVHR Learning, Leadership and HR Solutions

Green Skills csl@denmarkcsl.com.au Denmark Yes YesIlluminare kbyfield@iinet.net.auImagination Works imaginationworks@iinet.net.au PerthWA Council of Social Services (WACOSS) www.wacoss.org.au Perth Yes Yes

Network developmentARID Group www.arid.com.au Perth

MandurahDenmark

Yes Yes

Institute of Public Administration Australia (WA)

Green Skills csl@denmarkcsl.com.au Denmark Yes YesPartnership building

Aha! Consulting www.ahaconsulting.net.au Perth Yes YesARID Group www.arid.com.au Mandurah

DenmarkYes Yes

Prioritisation skills

Professional writingARID Group www.arid.com.au Perth Yes YesChatfeild-Clarke Consulting www.paulchat.com PerthGrant Cottrell (Media Skills) manjusri@upnaway.com PerthIlluminare (Public relations) kbyfield@iinet.net.au PerthInstitute of Public Administration Australia (WA)(Report writing)

TAFE – Great Southern (Business writing etiquette)

www.gstafe.wa.edu.au Albany Yes

Project managementAustralian Institute of Management (AIM) www.aimwa.com Perth YesBJC Consulting belindacoghlan@iprimus.com.au Perth Yes YesBusiness Management and Training Services

Combined Team Services www.ctsconsult.com.au Bunbury YesInstitute of Public Administration Australia (WA)

People Rich www.peoplerich.com Perth Yes YesProgressive Training www.progressivetraining.com.au Geraldton Yes YesWA Council of Social Services (WACOSS) www.wacoss.org.au Perth Yes Yes

Self awarenessAustralian Institute of Management (AIM) www.aimwa.com Perth YesARID Group www.arid.com.au Perth Yes YesLeadership Management Australia –XL Partners

Lotus Performance Management www.lotuspm.com.au PerthPeople Rich www.peoplerich.com Perth Yes Yes

Staff managementAha! Consulting www.ahaconsulting.net.au Perth Yes YesAustralian Institute of Management (AIM) www.aimwa.com Perth YesARID Group www.arid.com.au Perth Yes YesBusiness Management and Training Services

Combined Team Services www.ctsconsult.com.au Bunbury YesCVHR Learning, Leadership and HR Solutions

Green Skills csl@denmarkcsl.com.au Denmark Yes YesInstitute of Public Administration Australia (WA)

Lotus Performance Management www.lotuspm.com.au PerthProgressive Training www.progressivetraining.com.au Geraldton Yes YesWA Council of Social Services (WACOSS) www.wacoss.org.au Perth Yes Yes

Time managementAha! Consulting www.ahaconsulting.net.au Perth Yes YesAustralian Institute of Management (AIM) www.aimwa.com Perth YesARID Group www.arid.com.au Denmark Yes YesBusiness Management and Training Services

Chatfeild-Clarke Consulting www.paulchat.com PerthCombined Team Services www.ctsconsult.com.au Bunbury YesCVHR Learning, Leadership and HR Solutions (Using MS Outlook)

Illuminare kbyfield@iinet.net.auLeadership Management Australia –XL Partners

Disclaimer.This document is the result of information compiled through meetings and surveys with stakeholders involved in the NRM sector of Western Australia, complemented by analysis of relevant publications. The skills matrix and planning tools have been provided on the basis of the information provided, aligned with the project requirements. No legal responsibility can be accepted by the authors for any other person acting on information contained in the document.

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