Part of AngloGold Ashantis Managerial Leadership Development Programme

CHAPTER 8

Individual Development Plan (iDP)

The material within this document is the intellectual property of DMC Process Design, a Research associate of The Da Vinci Institute for Technology Management. This Module was exclusively developed and forms part of a National Certificate Qualification in Business Management. Dissemination of this material to a third party or use of this material outside of the scope of the qualification, will constitute a violation of the intellectual property rights of The Da Vinci Institute for Technology Management (Pty) Ltd and DMC Process Design (Pty).

AIndividual Development Plan (iDP)

Biographical Data

Name

Age

Qualification

Current Position

Business Unit

Gender

Race

Line Manager

MoR

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BIndividual Development Plan (iDP)

Development Panel Details

Development Panel Date :

Venue :

Development Panel :

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CIndividual Development Plan (iDP)

Panel Recommendations

Understand the Organisation

Exercise Effective Supervisory Leadership

Building Effective Working Relationships & Maximise Team Engagemnent

Apply Mangerial Leadership Practices

Apply Safety Leadership Practices

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DIndividual Development Plan (iDP)

Integrated Development Themes Identified

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Please Note: The developmental themes identified are derived from panel recommendation, psychometric assessments, MoR / Manager comments, individual assessment and comments following developmental discussions. It is not intended to rate the performance of the individual in any of these areas, but should be seen as proposed areas of development that will assist the individual to enhance their current capability and reach their full future potential.

EIndividual Development Plan (iDP)

1. Competency Framework

Themes / Competencies Manage Self / Others Manage Teams Manage Work & Resources

Self-Awareness Emotional Self-Awareness & Self Management Social Awareness & Relationship Management Technical Skills & Competency

Leadership Development & Influence Agile Leadership Style Empowerment Systems Thinking

Building Effective Teams Lead Positive Change Applying MLPs Understand the Organisation

Communication Strategies Influencing / Persuasiveness Inter Personal Competencies Applying MLEs

Problem Solving Creative Thinking & Decision Making Creative Thinking Building High Performance Teams Judgement & Decision Making

Develop Self /Others Self & Professional Development Developing Others Result Driven

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EIndividual Development Plan (iDP)

1. Competency Framework

Themes / Competencies Manage Self / Others Manage Teams Manage Work & Resources

Self-Awareness Emotional Self-Awareness & Self Management Social Awareness & Relationship Management Organisational Awareness

Leadership Development & Influence Inter Personal Competencies Empowerment Systems Thinking

Building Effective Teams Agile Leadership Style Lead Positive Change A;pply MLPs

Communication Strategies Influencing / Persuasiveness Judgement & Decision Making Result Driven

Problem Solving Creative Thinking & Decision Making Stress Tolerance / Resilience Building High Performance Teams MLPs

Develop Self /Others Career & Self Development Developing Others Technical Skills & Competency

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FIndividual Development Plan (iDP)

Manage Self

Development Needs (Strengths or Identified Gaps) Development Activities

Area of Development Competency Desired State Current Capability Formal Development (10%) Learning from Others (20%) Learning at Work (70%)

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FIndividual Development Plan (iDP)

Manage People / Teams

Development Needs (Strengths or Identified Gaps) Development Activities

Area of Development Competency Desired State Current Capability Formal Development (10%) Learning from Others (20%) Learning at Work (70%)

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FIndividual Development Plan (iDP)

Manage Work & Resources

Development Needs (Strengths or Identified Gaps) Development Activities

Area of Development Competency Desired State Current Capability Formal Development (10%) Learning from Others (20%) Learning at Work (70%)

Applying Managerial LeadershipPractices

Two Way Teamwork & Engagement

Regular meetings with subordinates to discuss context, plans, problems, and suggestions.

Context Setting Regular updating of the background within which the work is carried out. Anticipates problems, communicates about them and reduces fire-fighting.

Planning Presenting alternative courses of action to deal with problems, to ensure subordinates understanding and to get their input. Analyzes problems systematically, organizes information, identifies key factors and issues and uses these to generate solutions.

Task Assignment Assigning tasks to ensure just-in-time and just-within-quality performance standards. Delegates to subordinates with clarity and understanding the what by when.

Personal Effectiveness Appraisal

Judging how well subordinates are working and discussing it with them. Understands the need to monitor the execution of work plans and provides appropriate and timely feedback. Is firm in requiring the completion of assigned work.

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Personal Effectiveness Review

Periodic judgment of personal effectiveness and annual evaluation of applied capability, with decision on pay level.

Coaching & Training Helping subordinates learn how to handle a wider range of processes, so that they may advance in career. Understands role requirements and working levels and initiates actions with subordinate to develop to full capability in current role.

Selection & Induction Practices for selecting new subordinates and for introducing them to the department.

Continuous Improvement

Ongoing improvement of processes being worked on in department. Utilizes Change Management/ Problem Solving principles and tools to effect change in business result.

Deselction & Dismissal Transferring from department or dismissing from the company. Uses due process (warn, train, coach, feedback) to advise subordinates of the need to improve and ensure business needs are met

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