Action: What Practical Steps Can You Take to Embed Continuous Development and Growth Ownership in a Higher Education Setting?
- Where do current performance review processes create the most frustration or inequity for staff or faculty, and what element could be replaced first with a continuous approach?
- What simple structure (IDP template, competency language, check‑in cadence) could you introduce to shift ownership of growth to employees without increasing administrative burden?
- How will you equip supervisors with the skills to lead ongoing development conversations, including expectation‑setting and courageous feedback?
- What early indicators (participation in IDPs, quality of development conversations, engagement signals, reduced grievances) will you track to demonstrate progress and build confidence in the model?