Category: Development and Training

In a world with constant technological changes and information overload, ongoing learning is a must. Professional Development Services (PDS) at MSU offers many learning opportunities for both supervisors and staff. However, it is not enough to merely attend class, but rather you must be intentional with your learning and follow through to increase reinforcement. PDS has come up with the following tips for supervisors to support their staff in professional development, and ensure they are getting useful information out of the programs they attend.

The first step is engagement. If staff members approach you about taking classes, engage them in conversation. Find out why they want to take the class, what interests them about it, what they’d like to get out of it and how they think they are going to apply what they learn. When the supervisor shares their thoughts, this exchange sets the tone for learning to be intentional.

In addition, let your staff know that you want to discuss their experience from class afterwards. “The follow-through aspect is important,” says Jennie Yelvington, Professional Development Services Senior HR Professional. “It shows your employees that you are investing in them, and also helps to reinforce learning.” If appropriate, have staff members who come back from training do a mini teach-back to the rest of the staff.

Professional development isn’t limited to staff members. Supervisors should be sharing what they are learning. “As they go to classes, or read a book, supervisors can talk to their staff and hold their own mini teach-backs. That way, staff can see them model the behavior so that it reinforces learning culture for the whole work group,” says Jennie. Encourage staff to share articles and other materials with each other along with taking classes, to encourage everyone to take part in ongoing learning and build excitement.

Supervisors and staff should work together in identifying learning opportunities as part of MSU’s Performance Excellence process. To find out more information about these opportunities, visit Professional Development Services.

Ever wondered how to prepare for or handle difficult conversations? There are resources available to you! A new series of online classes within elevateU titled Difficult Conversations: MSU Series provides information on this topic. These classes will be especially helpful to take and return to before Performance Excellence meetings.

Within this series, there are three classes: Navigating Difficult Conversations at Michigan State University, Navigating Difficult Conversations in Performance Excellence for Employees and Navigating Difficult Conversations in Performance Excellence for Supervisors. The first class, which covers introductory skills and common issues with difficult conversations, is taken by both employees and supervisors. The other two classes apply those skills specifically to the needs of employees and supervisors; for this reason, employees should take the employee course, and supervisors should take the supervisor course.

To earn a certificate of completion, participants must receive 75 percent or higher on the final tests in these classes. Participants are able to take classes and tests as many times as needed.

Be sure to complete two courses by November 14 to be entered into a drawing to win some Spartan swag! If you have any questions, or want to find other learning opportunities, visit the Performance Excellence website.

As part of the new Performance Excellence process, all MSU staff are expected to set goals and establish a professional development plan for the year. There is a distinct purpose for each, and both are intended to help the individual succeed and move the university forward. The following definitions will provide more clarity on the distinctions between goal setting and development planning.

In terms of goal setting, most staff members have numerous tasks that contribute to carrying out their position effectively. Sometimes it can be confusing as to what tasks or behaviors are a priority for the unit or that individual specifically. Setting goals is a way to bring clarity in regards to priorities and expectations for the year ahead. The goals don’t encompass everything that is expected, but those items that are seen as key for the coming year.

On the other hand, professional development identifies priority learning activities for the employee for the year ahead. Ongoing technological advances and the rapid pace of change make it imperative that all staff engage in learning activities each year. Development items can involve technical skills, such as using Outlook effectively or mastering the use of particular equipment, or it could involve more broadly needed skills such as communicating effectively or leading others. The skill building activity could include an online or instructor-led class, an opportunity to lead a project, job shadowing or other activities.

In short, the differences could be defined as:

• Goals identify key items the individual will achieve
• Development plan items identify skills the individual will learn or strengthen

It is imperative that supervisors work collaboratively with staff members to identify the goals and development plan items. Each party should come to the performance planning meeting with ideas for the items and jointly determine the final lists.

For further instructions around these issues, consider taking the following classes through Professional Development Services:

Supervisor Strategies for Effective Performance Planning

Boost Your Career – a class that will be offered in the fall to help staff explore their interests and to be active participants in goal setting and development planning.

Summer is a great time to clean a multitude of things in our lives. Your home, car and even your computer and other electronic gadgets.  Make sure you get the most out of your computer, tablet and phone by keeping them clean and safe by following these easy tips:

• Change passwords that have been in place for longer than 60 days.  Learn to create strong passwords at SecureIT.msu.edu.
• Make sure your anti-virus and anti-spyware is up to date on all devices, and set the program to auto-update and scan on a regular basis.
• Update your operating system to the latest version your device will support.
• Add a security code or screen lock to your phone and tablet so that if it is ever misplaced or stolen, it is harder for someone else to use.
• Refresh your understanding of phishing and how to avoid being a victim at SecureIT.msu.edu.
• Backup files on your personal devices to a reputable cloud service or portable hard drive.
• Uninstall apps on your phone or tablet that you’re not using anymore; they’re taking up valuable storage space.

The SecureIT.msu.edu website is a great resource to learn safe computing best practices.

The MSU Mentors Program for support staff is returning in 2016 and is currently seeking both mentors and mentees to participate. This program is an important part of providing networking and professional development opportunities, strengthening one’s understanding of MSU’s culture and structure, and creating a vital link between organizational memory and future innovation.

The program will run from October 2016 through early August 2017. Both mentors and mentees will be asked to commit to attending a six-hour orientation in October and to meet two hours per month.

Mentee benefits include:

• Access to support system during key stages of career development
• Gain an experienced perspective on navigating your career and approaching your work
• Broaden your professional network
• Identify skill gaps and how to bridge them
• Get honest, informational feedback
• Increase your understanding of business practices and institutional knowledge

Mentor benefits include:

• Further develop coaching, communication and leadership skills
• Help to develop and retain talent in the organization
• Exchange ideas and perspectives on your work and career
• Broaden your network and extend it to another
• Gain personal satisfaction from helping someone else develop
• Learn more about yourself through helping others

For more information, visit the MSU Mentors Program page or contact Kathie Elliott at elliott.k@hr.msu.edu or 517-884-8894. For those interested in being a mentee or mentor, contact Kathie Elliott for an application. In order to evaluate matches, please return all applications by July 1.