Personal development at work is supported greatly by setting your own development goals. The Assessio platform offers the ability to choose Development goals best suited to your own potential and needs. Goals can be chosen based on insights from Leadership Performance or from Self-Awareness Insights and are intended to improve your professional growth.
Development goal cards
You can find all your Development goals in Your development goal page, by clicking on Development in the menu on the left and then selecting Development Goals. This page has two tabs: Current goals, which is the default tab, and Completed goals. In each of these you will find the Development goal cards which show the information of the development goals you have chosen for yourself. Each goal card includes the Competency, Goal focus, Desired outcome, and up to three Goal actions.
Competency
Each goal is related to a single competency, from the Assessio Performance Framework. This can either be a leadership competency, if your aim is to improve your leadership behavior in a certain leadership domain, or a peopleship competency, if your aim is to improve specific work behavior. Note that a single competency can have multiple Development goals related to its development, each with a different Goal focus, or Desired outcome, but each goal card will only be aimed at a single competency and direction. You can chose to add multiple goals related to the same competency to your Current goals.
Goal focus
The goal focus describes the behavior that you aim to develop. The expected result of your development efforts is an improvement on the performance of this behavior. As such, the goal focus can be seen as the long-term result of the development goal. The behavior described in the goal focus is always part of the competency noted at the top of the goal card.
Desired outcome
The desired outcome is the direct, short-term, result you are working towards with the Development goal. It is always phrased as: “I want to … “ and as such can be used to easily remind yourself what you are working on.
For each competency, there are three different kinds of desired outcomes. Each outcome is to get the behavior to 'just right', but the difference is whether your aim is to get from 'underdoing' to 'just right', to get from 'overdoing' to 'just right' or to stay on 'just right'. The starting position is determined automatically, based on either your Leadership performance (Feedback review), or your Self-Awareness Insight (Competency score). It is possible to have different Desired outcomes for the same competency, only if you have multiple Feedback reviews (for instance if you manage multiple teams) and the results within the same Leadership domain are different for these reviews.
Goal actions
Each Development goal includes up to three actions for you to complete. An actions is a specific activity that can be completed in a short amount of time. By breaking the desired outcome of a goal up into three smaller parts, it becomes easier to monitor goal progress and achieve success. Each goal action includes a target, which is a description of when the action can be considered as successfully completed.
Goal actions are chosen after selecting a Development goal. You can choose from three provided actions, or you can generate new actions that may better suit your work. Generating new actions is only possible if your organization has activated the AI assistant.
Goal actions are shown in the goal card as either ‘not started’ (red) when you have just chosen them, ‘In progress’ (orange), while you are working on them, or ‘Completed’ (green). You can mark actions as completed by first clicking View details next to the goal actions and then clicking Mark complete next to the specific action. You can undo this by clicking Mark uncomplete.
Current goals
When you choose a goal, either via Leadership Performance or via Self-Awareness Insights, its goal card is first added to Current goals. This is the default tab of Your development page. Here you can edit and update the goal, you can generate, select or deselect goal action, and you can mark actions as completed. When you mark an action as completed there is the possibility to leave a comment, which allows you to write your experience.
Use your current goals to guide your development efforts, by reading the goal cards carefully and using its goal focus and desired outcomes to implement the new behavior into your work. Plan the different actions that you have selected for each goal into your daily work. Experience the new behavior and notice how it impacts your work. Once you complete an action, mark it as completed in Your development page and write down your experience.
Once you complete all three actions, or you feel you’ve benefitted enough from your development efforts, or your development needs change, you can move the Development goal to Completed goals. To do this, click on the three dots to the right of the goal card and select Move to completed goals. Via this menu you can also choose to delete a goal, if it no longer suits you.
Completed Goals
In the completed goals tab of Your development page you find all goal cards of the development goals you have completed, including all your notes for completed actions. Use this information to track your development progress. Discuss your development progress with colleagues, your manager or a coach. Make sure you use your experiences from completed goals to set new, possibly more challenging goals.