Posted by on March 16, 2014

Sometimes your regular personal development conversation with your manager just drowns in structure, formalities, checklist items, etc etc – barriers and distractions for having a real conversation. Do you know what I mean?

In reality you just want to have a quick conversation that answers a few simple questions:

  • Do you agree on what has happened since last time – and about your contribution and development in the past period?
  • What is expected for the next period? Are the scope and objectives for your contribution clear?
  • What about your personal development?
  • Anything else?
  • Any feedback to your manager?

A successful personal development conversation has a results that doesn’t need to change with changes at the operational level. However in case of significant personal, organizational, tactical or strategical changes, there might need to be made some adjustments. In short – your personal development objectives should not change with the plan of your project. Only exceptionally should there be a need to revisit objectives before the next scheduled conversation – except for the regular and frequent feedback.

An important part of the personal development conversation is the managers feedback. Find some fresh ideas here:



Posted in: Identity