The executive and employees of every organization need to work hand in hand in the realization of the organizational goals. There are, however, instances when the executive do not participate in methods adopted to accomplish a particular goal in the business. There are other instances when they really need to participate and this is for instance in the implementation of the performance development plans.

In that case, executives are required to model how to create a Performance Development Plan for all their reporting staff. To do this, the executive can create a framework from which the set goals and the expectations that every department within the organization will follow. It is also the role of the executive to demonstrate how a performance development planning meeting should proceed, how it can effectively empower, engage, and hold all the participants accountable for their accomplishments, commitments and contributions.

Executive development plans could also entail giving the reporting staff some time within which they should focus mainly on the personal development, dreams, needs, goals and accomplishments of the rest of the staff members. This way, they can develop a performance plan that will work for each of them however different they might be.

Besides, executive’s participation in performance development planning is a way to get encouraged to be more accountable and to place their ongoing professional and personal development at the forefront, for the overall good of the business. This way, they will have no one but themselves to blame in case a developmental plan is not executed by the rest of the staff or a team goal is not achieved. After all, executive leaders are the ones mandated with ensuring that all this happens within the areas assigned to them.

Why is Performance Development Plan important for Executives?

Performance development plans of other employees are built from those of their executive leaders. An executive professional development plan will for instance be used to create a professional development plan for employees working under him. A solid developmental plan is therefore needed for the creation of an equally strong departmental development plan.

Performance development plans are important in four main ways:

– They provide the written goals and expectations that a certain department needs to achieve in a quarter or a period of up to one year.

– They provide written, developmental goals for the department. The written goals will provide management development topics that the executive can use to access the people he is managing. The plan could also be used to improve communication transparency within the department as well as encourage the right behavior that exhibits trust. Through the plan, the executive leader can provide a clear direction to his team members, as well as provide measurable expectations they can work to achieve.

– The goals provided in the performance development plan can be used to access the general executive performance of the leader.

Executive participation in performance development plans can be achieved through a performance tracking system. This will be the right tool to use to show the top executive how much an executive leader has accomplished throughout the year or part of it.