Without growth, there is stagnation, and stagnating things rot and collapse. Unless they are people, then they just become bitter or leave.
Who should identify the development goals of the people we serve?
In most cases, the people should. Why?
What if the person chooses the wrong growth goal?
Most times an improvement in any area is a win.
If I’m working with a new teacher who chooses one skill to improve on, does it really matter which one? They are likely all important, and even if they choose the “wrong” one, our collaboration will build trust and strengthen future results.
Do the people working with you have growth goals?
How were those goals identified?
Are growth goals a collaboration?
I hope you are satisfied with your answers – the future of your organization depends on it.