An individual’s success is directly related to the level of his/ her personal development. Personal or self-development includes activities where an individual works on enhancing his/ her skills, awareness and/or identity. Can organisations be held responsible for employees’ self-development process? Not always. According to experts, whether or not the organizations works towards your skill development, you need to take initiative and work towards a structured self-development programme.
Why is self-development important?
In a recent webinar on Techgig, Shantanu Paknikar, GM, Solutions Initiatives at Happiest Minds Technologies Pvt. Ltd., outlined, “It is important to learn even when you are not working.” Organisations invest time and money in skill development and training to retain good talent. However, with 1000+ employees, often it’s a daunting task to make this available to all employees. On the other hand, in smaller organisations a lot of focus is been given on individual performance, timely delivery and growth – which again poses a big problem on the employee’s self-development process.
According to experts, there is an immediate need to apply a 360 approach to resolve this issue; there is a need to have some system in place where every individual will take responsibility for his/ her development – this is where and why the concept of self-development becomes so important.
However, it is important to keep in mind that not everyone is following the same self-development approach. “My approach towards upgrading skills over the next one year might be different from another person who wants to achieve something similar. Therefore, any structured or systematic approach can be used by employees across the organisation which in turn will make a huge difference as results will be more predictable,” adds Paknikar. He defines this self-development approach through the AEIOU framework.
What is the AEIOU Framework?
This represents a structured approach towards self-development. If we consider ‘A’ as the lower most block of a ladder and ‘U’ the top-most; according to Paknikar, over a period of time an individual can move from one block (vowel) to another, thus learning or understanding the various aspects of the self-development process. Only when one completes all the five blocks he will successfully finish his self-development framework. This approach must be used by an individual in a personal capacity and the idea is that the framework can help each one of us to understand where we stand in the block and which is the next step.
How can an individual leverage the AEIOU Framework for self-development
‘A’ stands for Awareness – Awareness for a team is critical. It’s important to have a clear understanding of the following questions: What are my team’s objectives? Are my objectives connected with my team’s? What were my team’s achievements during last year? What are the key offerings of my teams?
Only if you can answer these questions you are eligible to move onto the next block in the ladder – ‘E’. This represents enthusiasm – and in the AEIOU framework it’s important that awareness is translated into enthusiasm, where we volunteer to participate in various activities. Often it’s difficult to measure if your enthusiasm in on the right path or not. Therefore, it’s imperative that you ask the following questions: How many times have I volunteered to conduct training? How many times have I volunteered to mentor? How many times have I volunteered to take a revenue target? How often do I come up with ideas to help my team perform better?
Only on successful completion of answering these questions one can move onto the next block – ‘I’. Here, ‘I’ stands for involvement. Translating enthusiasm into involvement is the next step of the framework. Often we see that though there is enthusiasm amongst employees, not too many take initiative in showing their enthusiasm towards a particular task or activity.
Once you have been involved in one or more initiatives it’s time for you to go ahead and take ‘O’wnership for at least one.
‘U’ block represents the ultimate goal. What is ‘U’ltimate goal? The ultimate goal for most of the employees within the organisation is growth. Growth can be tangible or intangible. Intangible growth is important since it results in long-term tangible growth in the organisation.
Only when the above law is followed strictly there is a better chance of growth and therefore success.via techgig