Employee Development by using Skill Cards
The goal is to build a hand of cards that make up that person’s most relevant personal growth areas.
To do this, both the people leader and team member start with a deck of the same skill cards each. In private, each goes through this deck and sorts these cards into three stacks: not relevant, good enough, and to improve.
By discussing why each card was placed where, with particular focus on those that do not match, a real, structured, and to-the-point conversation occurs. By focusing on reasoning—what led you to place this card here?—both can develop a shared understanding of the other's views.
The main event, however, comes in focusing on those cards in “to improve”. To create focus and drive actual impact, these cards are discussed and prioritized. With a clear priority and a shared understanding of the individual aspects of each, tangible actions are crafted that can be taken to grow one’s career.
LinkedIn Rob Sawyer
mobile.de
Employee Development Skill Board by using Lego Bricks
In our team we take similar approach using Lego bricks on a Lego board:
We have icons for each skill or responsibility that makes sense in our context. The icons represent either technical, management or soft skills: Swift, Spring Boot, internal software, driving interviews, presentations, architecture, coaching, sparring, ...
The skill level is represented by the height of a Lego column: we set zero height for starters and up to three bricks for expert level.
In a dialogue with the people leader the employee first setups his or her initial board.
Revisiting the board each year the target is beeing able to add a brick to a column - and really see, reflect and feel the personal improvement on several skills in the last year - and select the skills to focus on the next year in commitment of both dialogue partners.
Corona Update on our Skill Board (now featured by PowerPoint)
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