Action Plan - Guild for Candidates
Action planning will help candidates to focus on their ideas and decide what steps need to be taken to identify their goals and turn them into an action plan. As well as long-term career goals and the actions candidates can take to achieve them. Action plans can help candidates make decisions about what development, support, activities, research, and mentoring they will need to take to get to their desired position.
Below are some helpful steps to guide candidates creating a career action plan in respect of their goals and ambitions.
Candidates should identify their options during and after their specific training course. Developing a plan should start with examining interests, skills, and values through self-assessment. By reviewing career information, researching, and talking to educators in the specific field, candidates can further narrow their list.
Candidates should consider factors beyond personal preferences. What is the current demand for this field?; If the demand is low or entry is difficult, is the candidate comfortable with risk?; what qualifications and membership is required to enter the field?; Will it require additional education or training?;
How will selecting this option affect the candidate and others in their life (time, resources)?; Candidates should gather advice from employers, clients, friends, colleagues, and family members. Consider potential outcomes and barriers for each of the final options.
Candidates should set "SMART" Goals. Candidates action plans should include short-term goals (to be achieved in one year or less) and long-term goals (to be achieved in one to five years).
Specific - Identify the goal clearly and specifically.
Measureable - Include clear criteria to determine progress and accomplishment.
Attainable -The goal should have a 50 percent or greater chance of success.
Relevant - The goal is important and relevant to the Candidate.
Time bound - Commit to a specific timeframe. It’s important for Candidates to be realistic about expectations and timelines. Candidates should write down specific actions to take to achieve their goals and help them stay in touch with their objectives. Candidates should keep in mind that goals and priorities may change, and that's perfectly okay.
Step 1: Identify your overall goal
(Clarity is very important here; the more clearly you can visualise/articulate your goal, the easier it is to plan a route towards it).
Step 2: Set SMART objectives (Specific, Measurable, Achievable, Realistic, Time bound)
(Some examples: Gain Prime Dispute membership by the following date'; Continue to update knowledge and understanding in field by attending x workshops for professional development by date).
Step 3: Identify the individual tasks and order them by priority
(Break down any large objectives into smaller tasks, so they don’t seem so difficult to achieve. Consider what you will do NOW. There is no point in having an action plan that will start in six months’ time)
Step 4: Identify any challenges, barriers, and self-defeating tendencies
Step 5: Determine who can help you
(For example, Candidates could arrange for a mentor or employer to support them in sticking to the objectives).
Step 6: Determine what support/resources you will need
Step 7: Decide on a realistic timescale to achieve your overall goal
Step 8: Review your progress
Provide an overview of how you will achieve this. For example, keeping a diary or logbook of your activities and record in it your progress as things happen. Review how far you have got towards your goal, identify any mistakes you have made and what you can learn from them, look at any new ideas or opportunities that may have presented themselves and then revise your plan to incorporate these. Log the time you spend on this action plan as this may contribute towards your CPD points.
Action planning will help candidates to focus on their ideas and decide what steps need to be taken to identify their goals and turn them into an action plan. As well as long-term career goals and the actions candidates can take to achieve them. Action plans can help candidates make decisions about what development, support, activities, research, and mentoring they will need to take to get to their desired position.
Below are some helpful steps to guide candidates creating a career action plan in respect of their goals and ambitions.
Candidates should identify their options during and after their specific training course. Developing a plan should start with examining interests, skills, and values through self-assessment. By reviewing career information, researching, and talking to educators in the specific field, candidates can further narrow their list.
Candidates should consider factors beyond personal preferences. What is the current demand for this field?; If the demand is low or entry is difficult, is the candidate comfortable with risk?; what qualifications and membership is required to enter the field?; Will it require additional education or training?;
How will selecting this option affect the candidate and others in their life (time, resources)?; Candidates should gather advice from employers, clients, friends, colleagues, and family members. Consider potential outcomes and barriers for each of the final options.
Candidates should set "SMART" Goals. Candidates action plans should include short-term goals (to be achieved in one year or less) and long-term goals (to be achieved in one to five years).
Specific - Identify the goal clearly and specifically.
Measureable - Include clear criteria to determine progress and accomplishment.
Attainable -The goal should have a 50 percent or greater chance of success.
Relevant - The goal is important and relevant to the Candidate.
Time bound - Commit to a specific timeframe. It’s important for Candidates to be realistic about expectations and timelines. Candidates should write down specific actions to take to achieve their goals and help them stay in touch with their objectives. Candidates should keep in mind that goals and priorities may change, and that's perfectly okay.
Step 1: Identify your overall goal
(Clarity is very important here; the more clearly you can visualise/articulate your goal, the easier it is to plan a route towards it).
Step 2: Set SMART objectives (Specific, Measurable, Achievable, Realistic, Time bound)
(Some examples: Gain Prime Dispute membership by the following date'; Continue to update knowledge and understanding in field by attending x workshops for professional development by date).
Step 3: Identify the individual tasks and order them by priority
(Break down any large objectives into smaller tasks, so they don’t seem so difficult to achieve. Consider what you will do NOW. There is no point in having an action plan that will start in six months’ time)
Step 4: Identify any challenges, barriers, and self-defeating tendencies
Step 5: Determine who can help you
(For example, Candidates could arrange for a mentor or employer to support them in sticking to the objectives).
Step 6: Determine what support/resources you will need
Step 7: Decide on a realistic timescale to achieve your overall goal
Step 8: Review your progress
Provide an overview of how you will achieve this. For example, keeping a diary or logbook of your activities and record in it your progress as things happen. Review how far you have got towards your goal, identify any mistakes you have made and what you can learn from them, look at any new ideas or opportunities that may have presented themselves and then revise your plan to incorporate these. Log the time you spend on this action plan as this may contribute towards your CPD points.
