posted 12-15-2000 09:55               

In today's age of rapid job turnover and accelerating change, companies that help their people clarify and achieve their highest aspirations are more likely to succeed than others. The Personal Development Review (PDR) can support this process. PDRs were initiated by Daniel H. Kim and developed within Pegasus Communications to help associates flesh out detailed visions and provide a way of integrating those aspirations with the organization's plans.

The review process begins with the employee inviting two colleagues to take part in a coaching session. In advance of the session, the individual explores his one- and five-year visions, aided by a list of questions. He then distributes his written comments to the other attendees before the session. During the PDR, the individual leads the discussion, while his colleagues ask questions, listen, and offer ideas. After the session, the individual shares a synopsis of the discussion with his boss, team, or larger organization, so the goals and action items can be integrated at a broader level.

Simply encouraging people to hold PDRs is a powerful step in supporting individuals' growth, productivity, and satisfaction at work. But the real leverage in the PDR process lies in integrating people's visions with the organization's visions. For instance, you might discover that someone has a passion for coaching, so you create opportunities for her to develop those skills while staying in her current job--to the benefit of both the employee and the organization!