***image1***It’s that time of the year again, just before the summer rotations when commands are inundated with end-of-tour evaluations.
Now is a good time to review and update the officer and NCO support forms or Individual Development Plan. This is an opportunity for leaders and supervisors to further mentor their officers, NCOs and civilians.
To be a more effective mentor, leaders must first understand the goals and career plans of the individuals being mentored, before they can pass on guidance.
I have developed a five-year plan that I think produces results.
Such a plan facilitates communication between the two.
When I talk with officers, NCOs or civilians for their periodic Support Form counseling or for their evaluation, I have them create a five-year plan.
It’s not that complicated. It’s simply a chronology of what they want to accomplish in the next five years – a career plan with goals.
I recommend using a spreadsheet program. At the top row of the spread sheet, break each column by months and year. I prefer a six-month period so that it will fit on one page.
In the vertical column at the side, break it down by plan A, B and C. You should have more than one plan.
Then list factors that affect your career decision or what jobs you want or need. This column should comprise factors such as when you are eligible for promotions, schools’ selection, command selection, your age and the ages of family members, school and grade information (you don’t want to move when your daughter is going into her senior year), years of service, spouse’s career plans and parents’ ages.
As we discuss the evaluation, we also discuss the individual’s career plans. Remember to have the individuals develop more then one plan. The five-year plan facilitates discussion on what their goals are, what jobs they desire or need for career progression, and discussion on what schools they need and want.
It also forces the individual to evaluate their plan according to their family.
We also discuss other factors such as transformation and what opportunities it offers, duty locations, or job opportunities that the individual might not be aware of, such as fully funded masters programs, training with industry, nominative assignments and joint assignments.
The five-year plan provides leaders and supervisors with a tool. Personally, I can better understand the goals and career plan of the individuals in my command. And this allows me to mentor and pass on guidance.
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***image1***It’s that time of the year again, just before the summer rotations when commands are inundated with end-of-tour evaluations.
Now is a good time to review and update the officer and NCO support forms or Individual Development Plan. This is an opportunity for leaders and supervisors to further mentor their officers, NCOs and civilians.
To be a more effective mentor, leaders must first understand the goals and career plans of the individuals being mentored, before they can pass on guidance.
I have developed a five-year plan that I think produces results.
Such a plan facilitates communication between the two.
When I talk with officers, NCOs or civilians for their periodic Support Form counseling or for their evaluation, I have them create a five-year plan.
It’s not that complicated. It’s simply a chronology of what they want to accomplish in the next five years – a career plan with goals.
I recommend using a spreadsheet program. At the top row of the spread sheet, break each column by months and year. I prefer a six-month period so that it will fit on one page.
In the vertical column at the side, break it down by plan A, B and C. You should have more than one plan.
Then list factors that affect your career decision or what jobs you want or need. This column should comprise factors such as when you are eligible for promotions, schools’ selection, command selection, your age and the ages of family members, school and grade information (you don’t want to move when your daughter is going into her senior year), years of service, spouse’s career plans and parents’ ages.
As we discuss the evaluation, we also discuss the individual’s career plans. Remember to have the individuals develop more then one plan. The five-year plan facilitates discussion on what their goals are, what jobs they desire or need for career progression, and discussion on what schools they need and want.
It also forces the individual to evaluate their plan according to their family.
We also discuss other factors such as transformation and what opportunities it offers, duty locations, or job opportunities that the individual might not be aware of, such as fully funded masters programs, training with industry, nominative assignments and joint assignments.
The five-year plan provides leaders and supervisors with a tool. Personally, I can better understand the goals and career plan of the individuals in my command. And this allows me to mentor and pass on guidance.