▪

▪
▪
▪
▪
 G Trimble
Trimble
R
O Provide tools, processes,
W and management
support.

Manager Manager
Dedicate time to discuss
development. Provide Employee
ongoing support and
real-time feedback. Co-create Plan with manager.
Recognize progress. Align on the path forward. Own
Remove roadblocks. Plan
Employee the results of the plan. Schedule
for required resources. time with manager and key
Coach and hold employee stakeholders. Ask for feedback
accountable for and refine the plan as needed.
development.
PREPARATION DISCUSSION PLAN ACTION

Where is the
How will the Take action
Where is the employee
employee and review
employee now? headed at
get there? progress.
Trimble?
▪ Manager considers any performance data available
– T-Time information
– Feedback
– Observations
– Recognition
– Goals and objectives accomplishments/gaps
– Talent Review calibration input
▪ Manager reviews the GROW model
▪ Employee completes self-discovery (SWOT) analysis
▪ Both identify 1-2 strengths & 1-2 areas of opportunity for development
▪ Utilize GROW Model in the discussion
▪ Explore employee career aspirations
▪ Align on business direction and link to development
steps
▪ Spirit is one of creative dialogue and discovery

Where is the employee now?

 GOALS
Goals =G
Aspirations
R
O
W

WAY Rn g
EALITY
i
ld t
WAY = Bui porReality =
Roadmap a p
R Current State

OPTIONS
Options =
What’s Available
What are your short term and long
term career goals?
What do you want to achieve in
your work? Why is this important
to you?
What would you see as a
developmental opportunity?
What types of developmental
experiences would you be
interested in pursuing?
What types of roles or positions
are you interested in?
How will you know when you have
achieved success? What does
success look like to you?
Share your feedback as a
manager:
You are viewed in the following
ways….
Here are some examples that led
to the perceptions about you….
The impact of these perceptions is
that you are being considered for
the following opportunities….
Ask for the employee’s view:
What are your reactions to this
feedback?
What ideas do you have to
increase your chances of
achieving the role/position?
What are some different ways you
could approach this?
What types of development
experiences would be helpful to
get you closer to your goal(s)?
Who/what do you need to support
you? What obstacles will you
need to overcome? How will you
overcome the obstacles?
What can we do to create a
productive learning environment
for you to be successful?
What other ideas do you have?
Which idea do you think will give
you the best result?
What are you going to do now?
When are you going to do it?
How will this action help towards
achieving the goals?
How will you measure success?
What is stopping you?
What support do you need from
me? How are you going to make
sure you get that support?
How certain are you that you will
carry out the development
activities?
When can we meet next to see
how you are progressing?
▪ Development plans ideally emphasize building strengths
▪ Include Short and Long-Term development
▪ Activities relevant to the employee’s day-to-day work have the most impact
▪ Set realistic goals using SMART goal-setting process
▪
▪

▪
▪
 Due
Date Action Items
NOW Employees Update Career Profiles

Qtrly Complete T-Times

Aug - Nov Talent Review/Calibration Meetings

11/30/18 Development Plans in Workday for All High-Potentials

 Strengths
What are your greatest KSAs* as they
relate to your current or future role?
Include experiences, resources, personal
preferences.
What are the possibilities that exist that
may aide you in further developing your
KSAs*? Is the company moving in a
direction that could provide experience,
learning, or opportunity for you to grow?
Opportunities
*KSAs = knowledge; skills; and abilities
Weaknesses
What are the weaknesses that hold you
back from achieving your development
goals? Might it be education or skills?
What about behavioral traits?
W
What might be the barriers that limit your
potential development at Trimble? Is
there a tool or resource constraint? Is
there too much internal competition? Is
there a weakness that is too difficult to
overcome? Or a way of thinking that gets
in the way?
Threats
 LISTEN INQUIRE FEEDBACK

❖ Focus on what is being ❖ Use open-ended ❖ Give feedback on a timely

said, not what you are questions 90% of the basis.
thinking. time. ❖ Base on objective
❖ Don’t make assumptions. ❖ Seek to understand. observation.
❖ Listen for intention and ❖ Know the wisdom of ❖ Acknowledge and
what’s at the heart of the “What” questions. encourage positives.
matter. ❖ Address the need for
❖ Take time for a real effective behavior.
conversation. ❖ Follow up with coaching
questions.