Posts Tagged: Learning and Development
Developing the people management capabilities of our leaders is a priority for the University of California. In support of this mission, Systemwide Talent Management will launch the University of California People Management Conference in August at UCLA Luskin Conference Center in Los Angeles.
A networking reception will be held on Aug. 1, 2017, with the conference to follow Aug. 2-3, 2017.
Eligibility for participation requires completion of one of the following:
- UC Systemwide People Management Series and Certificate
- Management Development Program
- UC-CORO Systemwide Leadership Collaborative
Conference topics include:
- Human Resources & Management Practices
- Leadership & General Management
- Change Management
- Talent Management
- Employee Relations
- Financial Management
- Labor Relations
A limited number of guest rooms are reserved at the Luskin Conference Center for a group rate of $239 per night, which you can secure using a promo code included in your registration confirmation email.
Registration is $350. Cancellations before June 1, 2017, will be fully refunded. For more information about the conference, visit https://pmc.ucop.edu.
It is that time of year that many of us would like to avoid: the performance appraisal discussion. Although the process makes some of us uneasy, there is good news. There are preparations we can take that will ease this process and make it more of a partnership between the supervisor and the direct report. Consider preparing yourself with the following ideas and tools.
- Complete the “Receiving Feedback” learning module via the UC Learning Center. Know the difference between criticism and constructive feedback.
- Come to the table willing to listen and a sense of inquiry. Be open to hearing about areas for skill development and growth. Suggest to your supervisor where you may learn new skills (UC Learning Center; Lynda.com; other ANR resources). Know that your supervisor also has areas for growth and will also participate in their own performance appraisal.
- Share feedback with your supervisor on processes and any obstacles that exist in productivity. Ask your supervisor how your goals align with UC ANR and with the mission, vision and goals of your program.
- Offer your supervisor help with general planning for projects. Let them know you have a unique perspective and can share with them any obstacles that have come up in the past.
- Complete the UC People Management Series Certificate Course module #2 “Setting Performance Expectations” via the UC Learning Center (course # DAC-HRUCPM02)
- Start your discussions with celebrating your employee's accomplishments. Share where you see skill strengths and areas for skill development. Share resources for learning new skills (UC Learning Center; Lynda.com; other ANR resources). Ask your employee for feedback on your observations. Maybe there are communications that will open new discussions for removing obstacles and creating new successes.
- Help your employees feel that they are a part of something bigger than themselves by sharing the vision, mission and goals of your program and of UC ANR; discuss how the employee's goals align with your program.
- Include your employees in the actual goal-setting planning for projects, when possible. Be delighted as they take ownership and commit with competency to the outcome.
Both supervisors and direct reports should agree to meet at least quarterly to celebrate milestones and to check in on project progress and for skill development. Refer to the ANR Learning & Development website for Career Planning tools. An important tool is the creation of an Individual Development Plan (IDP). The IDP is a career action roadmap for skill building, professional development and career management.
Employees are encouraged to ask their supervisors for feedback and help in planning the IDP. Supervisors are tasked by UC ANR to coach employees in drafting and following progress of an IDP.
Time management? Work-life balance? Are you talking to me?
If you believe that you don't have time or work-life balance, remember that you have the same number of hours in a day that Mother Teresa, Dr. Martin Luther King Jr., Marie Curie, Pablo Picasso, Rosa Parks, Stephen Hawking and other highly productive people have or had.
If you're running ragged and insist you don't have time to learn time management skills, your most likely and probable future is more of the same. How does that prospect sound? How does the adage “Work smarter not harder” sound?
The good news is that Lynda.com breaks courses into chunks so that you can set aside about 5 minutes per day or a couple times per week to devote to getting a handle on your workload. Here are some examples of the Lynda.com video courses presented by leading experts in the field:
- Time Management with Dave Crenshaw
- Time Management Tips Weekly with Dave Crenshaw
- Efficient Time Management with Chris Croft
- Balancing Work and Life with Dave Crenshaw
- Enhancing Your Productivity with David Crenshaw
- Getting Things Done with David Allen
- Managing Your Time with Todd Dewett
Grab some time management tools and run with them! Sign up for a Lynda.com account if you haven't already done so. There is a link to Lynda.com under “My Links” in the ANR Portal. ANR Learning & Development would love to hear what you have learned and how it has helped!