Sticky Learning Lunches #14: Create Your Own Personal Development Plan

Understand the 5 simple steps to create your personal development plan part 3 of this PDP series.

You Can Read the Full Transcript Below:

Nathan Simmonds:

Rah, right. We are in getting carried away with a deep conversation looked up and it's one o'clock. Good afternoon everybody. So good to see the people here. Oh, fantastic. Seeing some wonderful people turn out. I see you. Julie's here. Evan's here. Gina, again, thank you very much for being here. My pronunciation on this is gonna be wrong, but I wanna say Carra or Ciara. You can correct me on my pronunciation. Please do . See you too. Really appreciated that you are here. Fantastic.

Nathan Simmonds:

We're just gonna give it 30 seconds just to see if anyone else is turning up like Kira. Thank you very much Kira, thank you for being here. Very appreciated. Let's making sure as we're just waiting for any last people to turn up that we are setting ourselves up for success. It is one oh one. Let's get the phones on flight mode, zero distractions. We have a drink regret to advise. This is lukewarm tea.

Improve your goals with this 12-month plan

 

Nathan Simmonds:

It's as good as it's gonna get right now. And we have a nice blank piece of paper in front of us ready to go. So on that piece of paper at the top you are gonna write keepers. These are the things that you want to remember here at Sticky Learning at MBM. This is what we refer to the reminders. So when you read back through those notes, it's gonna support your new thinking, your new thoughts, and that new learning to stay in place for a much longer period of time. So let's dive into this day three. Day three of the PDP session. Welcome to Sticky Learning Lunches with me.

Nathan Simmonds:

Nathan Simmons, senior leadership coach and trainer for MBM making Business Matter, the home of Sticky learning. We are the leadership development and soft skills provider for the grocery and manufacturing industry. And the idea of these lunchtime sessions is to help you be the best version of you in the work that you do right now in this situation where you're working from home and preparing you for the return back to work so you have a whole new set of skills and thinking that's gonna help you become more incredible than yesterday. Where are we today?

Nathan Simmonds:

What actions? Let me ask this question. First of all, to everyone that's here, if you've been in the previous sessions, what actions and you've seen the other videos, what actions have you taken so far from what we've talked about in the last two days? What have you put in place? What are you doing differently? What have you written down as a result of the previous two sessions? Let's see those in the chat box, in the questions box. For those that haven't, we're gonna dive into this session. I'm gonna give you a bit of a recap shortly and then we're gonna get some momentum.

Nathan Simmonds:

Started to think about my exit plan. Absolutely taking a stab at where I want to be in five years. Amazing. Still trying to work out my exit strategy. The fact that you are working it out right now, that's the key thing. Started working on my PDP with the concept is not a format, it's a way of thinking. Absolutely. This written goals for myself for the next three months. Amazing Chris. Thinking about the big goal, getting it bigger. So when you set your big goal, when you put it in place, ask yourself the question, when this happens, what does it enable me to do? And then that way what we can do is start to seeing what comes after that moment.

Nathan Simmonds:

Because what happens is, is when you are setting a goal, it becomes like a conveyor belt. As you start to move towards it, it starts to evolve. So although you may achieve that goal, there'll be another goal that starts to form because you've achieved it. The faster that you work through or process this thinking and development, the quicker these goals start to to increase and expand. Five year plan started. Amazing Gareth, personal development planning. That's exactly what it says on the tennis personal. So we've got everyone here continuing the structure. We've got everything sorted. Just making sure the housekeeping's right. Yes. Good. Continuing with our structure.

Nathan Simmonds:

So yesterday we looked at the OAG, the overarching goal. This is what we started to think about and we asked three questions to help us start designing that overarching goal. The first one was what fills us with pride? The second one, what creates excitement for us? And the third one, what are our values? 'cause when we understand what creates pride for us or what we've done that created pride or what we've done or we're planning that creates excitement and what it, what our values are and how we've then what we've contributed that have created or demonstrated these things, we can start to get a real understanding of of who and why we are. Because when you can see this, you can start to be inspired.

Nathan Simmonds:

You get inspiration. Once you have inspiration, then you can use your imagination. Once you've applied your imagination, then you can put into practice your innovation and those lights are bang on that right? Bear with me. It's not much better. Goodness, it's a bit better. So once we've got the inspiration, we can apply imagination and innovation. When we start looking at those things, then we can start building our over, uh, overarching goal. They talk about necessity being the father of invention phrase that you may have heard. But the truth is, inspiration is the mother that births all of this. So when you tap into this because, and you start looking at the things that have caused these sensations, these emotions, you can tap into that inspiration

Nathan Simmonds:

Which creates this, which then leads to this the thinking that creates action. It's really important. We get into this and we start to understand, 'cause this is where your purpose comes from. This is what your purpose actually is. And by doing the analytics on these things, you can then start designing something that's actually in line with that purpose from a deeper point of view. You may have heard me say this before, and the difference between motivation versus inspiration.

Nathan Simmonds:

Motivation is external. Now the double pay overtime, the packet of Harry Bow for doing a good job, all of those things, but it's fleeting. Whereas inspiration is constant. It's an energy, it's an internal source that you can tap into at any given point in order to, he says, thank you very much Ivan for reminding me. Appreciate it. In order to create that thing that actually feels good, that creates fulfillment so that you want to go after it because it's exciting and it's engaging. That was the headline recaps number two.

Nathan Simmonds:

What we want to do though is because this can be overwhelming and it can be big and, and it can seem too far away for us, is we then wanna break it down. I'm gonna dive onto a poll here 'cause I'm interested to see out of this though, before we start giving you the structures to break it down, I wanna find out when was the last time your leader spent time helping you with your plan? So let's get, let's have a look at this first before we start getting into the internal leadership first. So we're gonna launch this poll. When was the last time your leader spent time with you?

Nathan Simmonds:

Someone's already answered that. I'm not sure we even have an answer to that on the, on the poll. When was the last time your leader spent time with you to help you with your plan? And one of the responses here was never, not surprised. So 40%, 12 months plus 10%, 12, 30%, six. We've got a few never nevers, also never crikey. I'm, I'm a part of me is not surprised. Regrettably.

Nathan Simmonds:

So 40% on here has said 12 months plus I didn't put never on here as an option because I thought every leader would've done at some point 10%, 12 months, 30%, six months, 20% or one month. So the majority is more than 12 months. And a handful of people over here saying never. How does it feel when your leaders take that little interest in what you are actually doing? Light up the question box or the chat box. How does it actually feel when your leaders show that little interest in what you are doing, whether you need it or not, to struggle shi and that's not my words, that's someone else's words only number and get not a person.

Nathan Simmonds:

Absolutely ignore, demotivate, disheartened left out, insignificant, undervalued, unhappy, bam, demotivating. It's not. Okay. So as leaders, so the people here that have leaders or, or have people in their charge, in their gift, um, you know, it is not your responsibility to run their personal development. It is your responsibility to be interested in their personal development, to ask them how they're doing. Are there any obstacles that maybe they need, um, to have cleared so they can move forward faster or to have someone to bounce the ideas off of.

Nathan Simmonds:

So if you feel like this about your leaders or whatever level you are in the business or in your, or in your organization, it doesn't matter if you feel like that, is it okay to potentially have people in your teams that feel like that as well? And I know what the answer is, but the truth is that the people that maybe your leaders haven't been in a room with me having this sort of conversation to say how important it's or how it actually feels. They've never been shown how to have the conversation, how to design their own personal development plan.

Nathan Simmonds:

So they don't know how to have that conversation with you because they don't know how to have it with themselves. Leadership development starts internally before you give it externally. You cannot lead yourself. You cannot lead anybody else.