Personal development planning: how can you ensure upward career progression?

With the new year now firmly underway, some of us may be wondering how we can avoid the “same old, same old” in 2023 and take more control of our careers. Personal development planning is an effective way to achieve this as it is based on an in-depth assessment of where you are currently and where you want to be. It also helps you create a clear roadmap to achieve your goal.

If you are looking to make some changes this year, why not make embracing personal development planning your belated New Year’s resolution? It could make the difference between another year of feeling frustrated and unappreciated and a year of personal growth, leading to new levels of progress and satisfaction with your career.

Ready to give it a try? If so, read on.

Getting started

You cannot move forward unless you know where you are starting from, so the first step is to spend time analysing, reflecting and perhaps talking to others about your current situation.

You cannot move forward unless you know where you are starting from, so the first step is to spend time analysing, reflecting and perhaps talking to others about your current situation

One of the tools I recommend for this is the “GROW model” – a four-step framework you can work through on your own or with a colleague or mentor. It’s like planning a journey; you work out where you are currently and where you want to go. Then you can work out the best way to get there.

Time to GROW

• Goal: what is your overall objective? Is it to perform your current role more effectively? To overcome a specific problem or achieve promotion? Or maybe you want to initiate a change of direction – perhaps from clinical work to management?
• Reality: where are you now? What are the issues or opportunities? What do you enjoy or not enjoy about it?
• Options: what do you need to do to move in the direction you want to go? What obstacles stand in your way, and how could they be overcome?
• Will: what do you need to commit to in order to move towards your goal? Is it, perhaps, more training or different experience? If so, of what sort?

Benchmarking

If your goal is to move into a more senior or different position – perhaps a leadership role – it is helpful to carry out some benchmarking as part of your analysis. This means exploring the standards those in the role you are aspiring to are expected to reach, and being aware of the knowledge and understanding they are expected to have and the skills they need to master. 

There are several sources of information you can use to inform your research:

• A job description and/or person specification for the role –this should set out the knowledge, skills and experience expected
• Talk to your boss – find out what, beyond the formal job description, is required to make them consider you for the opportunity you are looking for
• Check out the online resources –resources such as the VMG’s Veterinary Leadership Standards Framework, which aims to nurture leadership and management skills in the veterinary sector, will help you with your self-assessment
• Consider the RCVS benchmarking standards – these are day one competencies, professional development phase resources and the Practice Standard Scheme resources

The role of a personal development plan

Once you have gathered all the information you need, you will likely find you have a clearer view of your strengths and areas for development. Have any common themes emerged? Perhaps the process has even given you new ideas on how to develop your career?

Then, you need to bring all this information and aspiration together into a personal development plan (PDP) – a written action plan that gives structure and guidance to help you achieve your goal – and hold yourself accountable for your progress.

What should I include in my PDP?

You can set out your PDP however you like; the important thing is that it works for you. There are plenty of templates available online (the VMG has one of its own). But however you choose to do it, make sure it includes:

• Your core development objectives – these may be the acquisition of knowledge, new skills or behaviours
• How you plan to achieve them – perhaps by shadowing a more experienced colleague, with coaching or by enrolling on a course
• New relationships to build – perhaps with other colleagues or external partners. Joining an industry association is often an effective way of building new relationships
• What experience to gain – perhaps managing an area or process, or carrying out a service review or a clinical audit
• Recognition of potential obstacles and how you could overcome them – don’t forget to have a “Plan B” if they are insurmountable!
• Defining what “success” will look like for you and a (realistic!) target date to achieve it

How should I use my PDP?

Your PDP should be a living document, and you should consult it regularly as the year goes on, either on your own or during reviews with your line manager. This will help you chart your progress and take action in areas where obstacles continue.

Your PDP should be a living document, and you should consult it regularly as the year goes on, either on your own or during reviews

We are living and working in a volatile and complex world, so your performance and development needs will evolve as the needs of the business change.

Remember, accomplishing the goals you have set out in your PDP should not require you to change who you are. A PDP should simply help you focus your efforts and ensure you progress towards achieving the goal you have set for yourself.

If you feel the need to make more rapid progress, finding a personal coach or mentor could be invaluable in helping you reflect on your performance and to introduce you to new ways of thinking and contacts.

Accomplishing the goals you have set out in your PDP should not require you to change who you are

Summary

Achieving upward career progression will be motivating and rewarding for you. It will also almost certainly help you achieve more positive outcomes for your team, your clients, your patients and your business.

To get there you should:

• Self-reflect: identify areas where you feel you perform strongly and those you need to improve
• Seek feedback: talk to colleagues, clients and others you interact with to understand how they perceive your performance and development areas
• Set objectives: use the results of your research and feedback from your colleagues to create your PDP
• Share and communicate: once it is agreed, share your PDP with colleagues and your team to build trust and transparency
• Revisit: the maps on a sat-nav require regular updating – your development needs are no different