At its core, a deliberate developmental organisation is one that is constantly looking to improve and grow. This means creating a feedback loop in which employees are honest with each other and themselves about their strengths and weaknesses. It also means creating a culture of accountability, in which people feel comfortable holding each other accountable for their development.
There are a few key things that you need to do in order to create a deliberate developmental organisation. First, you need to create a feedback loop. This means that you need to have a system in place whereby employees can give and receive feedback on a regular basis. Second, you need to create a culture of accountability. This means that people need to feel comfortable holding each other accountable for their development. Finally, you need to make sure that your employees know what your point of development is in any given period. This will help them to hold you accountable when you inevitably go astray.
Creating a Feedback Loop
The first step in creating a deliberate developmental organisation is to create a feedback loop. This means that you need to have a system in place whereby employees can give and receive feedback on a regular basis. There are a few different ways that you can do this. One way is to have regular team meetings where everyone gives and receives feedback. Another way is to have an anonymous feedback system in place whereby employees can give and receive feedback without fear of retribution. Whichever system you choose, the important thing is that you create a safe space for employees to give and receive feedback.
Creating a Culture of Accountability
The second step in creating a deliberate developmental organisation is to create a culture of accountability. This means that people need to feel comfortable holding each other accountable for their development. One way to do this is to make sure that your employees know what your point of development is in any given period. This will help them to hold you accountable when you inevitably go astray. Another way to create a culture of accountability is to have regular check-ins with your employees where they can update you on their progress and ask for help if they are struggling. Whatever system you choose, the important thing is that you make sure that your employees feel comfortable holding each other accountable for their development.
Making Sure Your colleagues Know Your Point of Development
The third and final step in creating a deliberate developmental organisation is to make sure that your employees know what your point of development is in any given period. This will help them to hold you accountable when you inevitably go astray. One way to do this is to send out regular updates on your point of development or post it somewhere where everyone can see it (e.g., on the company intranet). Another way to do this is to have regular check-ins with your employees where they can update you on their progress and ask for help if they are struggling. Whatever system you choose, the important thing is that your employees know what your point of development is so that they can hold you accountable when necessary.
A deliberate developmental organisation is one that is constantly looking to improve and grow. This means creating a feedback loop in which employees are honest with each other and themselves about their strengths and weaknesses. It also means creating a culture of accountability, in which people feel comfortable holding each other accountable for their development. By following the steps outlined above, you can create a deliberate developmental organisation that will continually strive for improvement and growth.
