Zainab (the editorial coordinator who has direct contact with all of the editors) and I have started to turn these notes shared by our colleagues into individual development plans. In addition to sharing my thoughts on each team member's strengths and challenges, a section on Core Competencies was added. Through the use of specific examples, this section highlights a series of competencies, making specific reference to what was done well, and where improvements can be made. Each competency was backed by several examples, ensuring feedback was grounded in reality, and also aided the individual receiving the feedback to relate and better understand where actions could have been done differently.
The third and final section is a personal development plan. I am personally committed to developing and growing every member of SoJo's team, and ensuring that SoJo is positive learning experience, beyond the direct contributions everyone makes to our mandate. Everyone's development plan consists on average of 2 mutually agreed upon tangible goals. By writing out the developmental plan, it holds SoJo (myself or Zainab) and the individual team member to ensuring it happens.
Often we are not aware of the changes that we need to make. A manager or a peer is best positioned to provide an alternative perspective, as they can make the unconscious conscience or validate an assumption that previously existed. This inaugural round of development plans is adding some much needed structure and order to SoJo, and we're learning tons. Up until now, SoJo has had a very flat, friendly and collegial culture. To get over the fear of giving [critical] feedback to a colleague who is more like a friend, it is important to be reminded of the goal. In our case, we all share a goal of making SoJo the best it can be. As such feedback needs to be constructive, where the intention of personal growth is clear.
Making these plans are an investment, as it takes a lot of mental energy and time (2-3 hours for each individual). People are SoJo's greatest asset, and I see this investment necessary to show our team that we care, which in-turn will make SoJo the best it can be.
Likewise, once everyone's development plans have been completed, I will be inviting the team to share their feedback on my performance and leadership. This 360 review will provide a complete and thorough evaluation of everyone in the organization, ensuring we can all develop and grow together.