Should I Target My Strengths or Weaknesses?
There are differing opinions of this subject. Some experts believe that it is a fallacy to think that employees can master all competencies and become perfectly well-rounded. Many experts now think that focusing on strengths provides a greater return-on- investment rather than focusing on an area where an individual has no talent or interest. If an employee does have a critical weakness that is affecting his/her performance, remedial help should be provided by the supervisor.
When creating an IDP, employees should consider their individual needs
and the needs of the agency. The key is to identify training and development
that will improve or enhance employee performance most effectively.
When creating your IDP, you may want to reflect on the following questions:
- What are my strengths/talents?
- What are my agency’s needs?
- How do my strengths line up with my current or targeted position?
- How can I develop my strengths and improve upon my weaknesses to make the greatest impact in my position?
- What new skills and knowledge do I need to do my job better?
- How do I define success?
You are responsible for planning out the content of your IDP, discussing it with your supervisor, and agreeing on the content and resource requirements.