Personal Development Process

Each year, Taubman College staff participate in the Annual Personal Development Process, a forward-looking opportunity to reflect on accomplishments, discuss professional growth, and establish goals for the coming year. The process is designed to help employees do their best work, contribute meaningfully to the college community, and align their individual goals with departmental and college priorities.

The development process encourages staff and supervisors to engage in meaningful two-way conversations about performance, accomplishments, challenges, career interests, professional development opportunities, and areas for future growth. Staff are asked to reflect on the previous year, identify goals for the year ahead, and discuss any support or resources needed for success. Supervisors provide feedback and meet with the employee to discuss their development plans, contributions, and overall experience during the past year. 

The Annual Personal Development Template serves as a guide for the process and provides an example of the information staff may be asked to complete each year. It is reviewed and updated annually to reflect evolving priorities and best practices.

As a general timeline, staff are encouraged to complete their portions by the end of June, supervisors to provide feedback by the end of July, and development conversations to occur in August. The entire process should be finalized by August 31 each year.

Meaningful Conversations Guide 

Purpose

This guide is intended to provide a framework for managers and employees to have meaningful, in-person conversations throughout the year. Use the prompts below to guide your conversation and help you explore progress, identify growth, and align on future goals. Managers and employees should agree on a regular cadence for these conversations and ensure goals are established in advance.

1. Reflection
   1. What has gone well since we last met?
   2. Which tasks or accomplishments have felt most energizing?
   3. Have you found yourself leaning into your Top 5 Clifton strengths? If so, how?

2. Goals 
   1. Where are you seeing the most progress toward your goals?
   2. Have you encountered any hurdles? 
   3. What adjustments, if any, can we make together to keep things moving forward?

3. Development
   1. Which professional skill(s) are you interested in developing further? 
   2. How does developing this skill support your current projects or long-term career goals?
   3. What parts of your job are currently the most rewarding? Is there anything you’d like to do more of, or perhaps less of?

4. Next Steps
   1. What support or resources are needed?
   2. What should we focus on next time?

One-on-One Meetings

Purpose

A one-on-one is a regularly scheduled meeting between a manager and an employee designed to support growth, performance, and overall well-being. When used effectively, these meetings strengthen relationships, increase engagement, and foster continuous development. 

Why It Matters

Regular one-on-ones:

• Build trust and open communication
• Provide space to discuss successes, challenges, and questions
• Offer guidance, feedback, and support
• Increase confidence and clarity in work 
• Promote a culture of growth and continuous improvement

Best Practices

Do

• Schedule consistent 30-60 minute weekly meetings
• Use a consistent agenda with flexibility as needed
• Keep the conversation employee-focused, let them lead
• Encourage open dialogue, including appropriate personal check-ins
• Demonstrate genuine care and active listening

Avoid

• Skipping or frequently rescheduling meetings
• Replacing them with informal or ad hoc conversations
• Overloading with long-term planning (schedule separate time for that)

Discussion Guide

1. Check-In
   1. How are you doing?
   2. How was your weekend?
2. Wins & Progress
   1. What’s going well?
   2. What are you proud of?
3. Priorities
   1. What are your top priorities for the coming week?
   2. What deadlines are approaching?
4. Challenges & Support
   1. What obstacles are you facing?
   2. How can I support you?
5. Feedback & Development
   1. Manager shares timely feedback along with relevant support or resources 
   2. Discuss opportunities for growth or skill development
6. Ideas & Suggestions 
   1. Any suggestions for process improvements, projects, or workflows?
7. Personal Considerations
   1. Upcoming time off, scheduling needs, or personal commitments to plan for?
8. Wrap-Up & Next Steps
   1. Confirm priorities and next steps
   2. Identify any topics to revisit or carry forward