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by Barbara Proctor


Developing Te Team Around You – Building Te Plan


the development of the individuals on your team. Now let’s look at how to build the plan and measure the results that come from following the plan.


L


You have by now met with the team member and discussed their career goals and what they believe are their strengths and weaknesses. You have compared the individual’s responses with what you believe are their strengths and weaknesses. You have evaluated the skill set needed for the position the person is interested in moving towards and determined the gaps that need to be addressed and the strengths that need to be accen- tuated. The question is “what now”.


Let’s look at a specific example for a young woman that is interested in moving into a management position


24 Connect And Grow With Women In Our Community


ast time I discussed the importance of developing the process along with the co-creation of a plan for


when she currently is in a sales sup- port role. Sheila has been with the company for 5 years and has been in 4 different positions.


Two positions were lateral and she believed they would allow her to have more visibility with senior lead- ership and provide her with more opportunities to move up the ladder. She made a wise decision in each of her position changes. She moved onto my team with the third move. I am impressed with the desire and tenacity that Sheila possesses and she has demonstrated how she is always willing to take on additional projects. I made the decision to give her the opportunity for a promotion into an outside sales role. Sheila re- cently came to me to talk about what she would need to do to move into a management role.


We determined the position she wanted, the skill set she currently has,


leadership


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