Taking Charge of Professional Development

Other than an annual performance review that is administered by my immediate manager I do not get much, if any, feedback on how I am doing. I really want to develop skills that will serve me well in competing for future promotions. How should I go about putting in place a structured developmental plan that will provide me with regular beneficial feedback?

There are specific steps that I will recommend for you to take in order to get regular feedback, however this may be more challenging than it seems. The reason I say this is that you should first look at your organizational culture and determine whether it is a feedback rich environment. If it is not and this is more of an mandated exercise than a true developmental tool, then you have your work cut out for you in seeking additional feedback.

We know that organizations in which there is regular and ongoing feedback generate more creativity and innovation. However, when there is limited or little feedback, such as in your case, it is difficult to foster more unless the culture supports it.

Regardless, I would still attempt to set up regular meetings with your immediate manager as well as establish mentors outside of your chain of command who can give you ongoing and regular feedback to further your development. Presenting your request in a positive light as a way to improve your performance as well as to help the company will hopefully help you get some action.

Posted on: