The Clever Coach: Green Sheet Tips

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It’s time to make your plans!

You’ve finished your Yellow Sheet and identified your accomplishments, disappointments, and what you want to be when you grow up.  Your Blue Sheet meeting went pretty well and your coach had some good feedback on your strengths, areas for improvement, and what they’d like to see in that Development Plan.  

Now it’s time to tackle that Green Sheet.    

This should be easy, right?  It’s just setting a few goals for later in the year.  Your Coach even told you what they want you to work on.   

So why is your mind blank and everything you type seem so inadequate?  

Well first of all, don’t be so hard on yourself.  Questions about how to approach the green Development Plan sheet is one of the most requested bits of advice from our Catalytic Coaching family.  

Here are a few tips to keep in mind when grappling with planning your future.  

1. Stay SMART!

The best way to achieve a goal is be be sure it’s a SMART one.  

2. Think outside the classroom shaped box.

If you have a goal to improve a skill or knowledge set, it can be easy to immediately think of degrees or certifications as the way to go.  Formalized education is great, but can be expensive and time-consuming.  There may be other ways to get where you’re going.

    • Mentoring or Shadowing.  Is there a skill set or job title within the company you’ve got your eye on?  See if your company already has a process for mentoring or shadowing.  If they don’t, recommend it.  Better yet, offer to help spearhead the efforts to create one.  Not only will this show initiative and enthusiasm, it’ll be a great step to accomplishing your Development Plan.  There are also networking groups your company may already participate in or would be willing to give a try.  Public speaking a goal for you?  See if there’s a local chapter of Toastmasters you can join.     

 

    • Projects or Teams.  Some skills can be demonstrated or improved through specific projects or teams.  Stepping up to recommend creating or leading these projects or teams will give you the leg up on accomplishing your Development Plan.  Is there an outdated approach the company is still using that’s damaging productivity?  Participating in or even taking charge of that can be an excellent way to address those recommendations from your Coach.

 

    • In-House Training.  Sometimes a specific goal lands on more than just your Development Plan.  Those Green Sheets are a great place for company wide goals.  This could be retraining on an initiative your company is struggling with, asking a knowledgeable co-worker or executive to present a workshop, or encouraging an ongoing training series.  That can also tie into the Projects or Teams point above.

 

    • Tools for the Job.  Does your time management need some work?  Maybe keeping up with client details or important budgeting numbers is a must.  Look into Smartphone Apps, assistive devices, or computer programs that streamline your goal and make it easier to track your progress.

 

In every case, check in with your Coach or HR to see what resources the company has to offer.  You may be surprised what you aren’t taking advantage of.  Many companies offer full or partial reimbursement for classes or training that relates to or expands your job role.  They may have reading materials, software options, or projects available too.  

3. Remember:  This is YOUR Development Plan.

It’s there to help guide and cultivate your professional and personal growth.  Your Coach is here to point you in the right direction.  The path you forge is up to you.  

We get calls from clients that are frustrated about exactly how to word each and every item on the sheets.  While getting your point across is important, worry less about having the absolute perfect word in the text box and more about what it is you’ll be doing to get those goals accomplished.  

This is your perfect chance to take the reins.  That’s part of the beauty of the Catalytic Coaching process.  Not only does it open up better communication between all levels of the company, it gives each employee control of their own future.  

Remember, your most valuable possession is what you know.  Learning should be a continuous and purposeful plan of action.  

 

If you get stuck, you can always go back to those Training Videos and Resources within the Catalytic Coaching Online software.  Not using the software?  See what its all about with a Free 30-day Trial!

 

Have your coaching efforts hit a bump in the road?  Jessica, our Client Experience Specialist, will be happy to help smooth that out for you.

For any Catalytic Coaching questions, just email her at jessica.bowers@workplacedynamics.com.  

Resources:

Markle, Gary.  (August 19, 2013).  Intellectual Inflation.  

Markle, Gary.  (March 20, 2013).  Your Most Valuable Possession.

Costello, John.  (June 5, 2009).  Development recommendations in employee performance evaluations.

Olenski, Steve.  (July 20, 2015).  8 Key Tactics for Developing Employees.

 

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