Completing the template

1. Give this blank template to each team member who you are planning to hold a development discussion with. It should be issued in advance of the meeting so that they can think through their answers. At least one week prior to the discussion is suggested.
2. Depending on how you want to run the discussion, you can ask team members to return a copy of the template to you in advance of the meeting so that you can look over it. Alternatively, they can talk through their ideas with you at the discussion.
3. Regardless of the above, you should respect their ideas and suggestions. If you do not feel that their comments are realistic, then offer alternate suggestions. (It is important that you undertake your own analysis and bring this along to the meeting.)
4. Remember that you are also part of the development process. You are trying to encourage them to develop, but in a way that will bring benefits to them, your team and/or the organisation. You may have to help them to turn vague ideas into clear development objectives with an end goal of increasing performance
5. Don't force your own ideas on team members. If you genuinely feel that that your suggestions are valid, you still need to listen to any objections they may have. For example, if they explain that they don't like being away from the office, don’t offer courses or workshops as the only development option. Use the opportunity to get to know your team member and what their thoughts are.
6. Think beyond the here and now. If they want to discuss long-term career objectives, take the time to go through these with them. If they have an overall goal, and you think this is achievable, you could break this down into development activities that build up over a period of time so that they are working towards this. This will keep them engaged and motivated.