OGL 482 Pro-Seminar II

Module 6 Assignment:

Career Plan Template

Section 1: Creating your BHAG

Following the information in the “Good to Great Connections” PowerPoint presentation and all

of the additional information provided under the Module 4 content area, and taking your Personal

Mission Statement development efforts into consideration, carefully develop your own personal

long term BHAG (***one amazingly HUGE, your world changing goal***). The timeframe for

your BHAG is 10-25 years out, however it will depend upon your age. For example, a 55 year

old person might be closer to the 10 year BHAG, whereas a 30 year old or younger person

should be considering a BHAG 25 years out. This BHAG may be related to your overall

life/lifestyle aspirations, or it could be related to some organizational, protean, or

entrepreneurial vision you have for the future. Dig deep and and go beyond the job. That is up to

you. What it needs to be is BIG! HUGE! REALLY HAIRY! STRETCH YOURSELF! LOOK

BEYOND GRADUATE DEGREE! LOOK BEYOND A JOB! HOW WILL YOU MAKE A

DIFFERENCE IN THIS WORLD???? I RECOMMEND WE MEET TO DISCUSS IT TO

ENSURE ITS HUGENESS.

Answer the following:

1) What is your BHAG (***one amazingly HUGE, your world changing goal***)?

   To develop and help people reach their potential, change their mental modes,

and break out of their comfort zone.  I want to impact individuals and make them strive to
challenge themselves personally and professionally to achieve elevated career/family

success.

2) Why is this your BHAG?

I have recently been in a space where I felt complacent and comfortable.  I

evaluated my situation and realized that although I was comfortable I was not necessarily

secure, security is important to me. I saw the growth that my wife was going through as

she completed her degree and strived for promotion in her career.  The change and

growth that she went through were impressive, I was confronted with the idea of not

maximizing my potential.

         After evaluating my situation I decided to make a change, break out of my

comfort zone, and strive for continuous development.  As we get older we can get to a

place in our lives where we stagnate and it is a ceiling on learning and development. In

my current position as an operations manager, I see talented team members who tell me

they don’t strive for that next position or promotion because they are comfortable.  I

made the distinction for myself that being comfortable means your not growing

discomfort is a sign of growing pains and expanding potential.  I want to make sure they

continue to grow and expand their potential.

3) How does your BHAG align with your vision statement from Module 4?

“To secure my family’s happiness and freedom through love and logical thinking,

setting an example to be followed and to be content with what I have

accomplished when I lay to rest.”

 I want to set an example for my kids to follow to not only push my development

but also help others push theirs when within my power. I want to be able to look

back and think that I made an impact on individuals that I encountered.  Being

content when I lay to rest that during the time I had I shared whatever knowledge

and experience I could while I could.

4) How does your BHAG align with your mission statement from Module 4?

“I strive to do what is right, treat people with respect, and understanding at all

times. I will dedicate my time to continue improving myself by learning and setting a

positive example for my children so that they can stand on my shoulders to reach new

heights.”

My BHAG aligns with my mission statement of doing right by people.  If I’m in a

position to help and develop people to further their careers I have an obligation to help

them get to where they want to go within my power.  If you have to opportunity to make

an impact on someone's life that can help them you have an obligation to do so granted

they are wanting the help.

5) List your top five (5) obstacles in order from number 5 being least difficult

and number 1 being most difficult you need to overcome in order to obtain your

BHAG and explain the relevance of each one.

Obstacle 1 - Getting the person that you are helping to realize their potential and not fear

failure (person who is reluctant or stagnant).  I have found that most people would like to

advance and develop into different roles but they fear the unknown and potential failure. 

When you are comfortable you know what your day-to-day looks like and that you are

capable of handling the workload.  There is a challenge in getting people to recognize

their core abilities and how it transfers to other areas and not just their current position.

 Obstacle 2- Being able to identify what it is that would help the person to grow or create

buy-in.  affectively identifying the strengths and weaknesses of the subordinates in order

to maximize their potential.  A way to help identify goals, strengths, and weaknesses

would be to get buy-in from the person to do self-evaluations.

 Obstacle 3- Identifying people who want to develop or promote but are scared of failure

verse those who have no desire to do so for other reasons.  Other reasons might include

many of the circumstances outlined by Harrington (2007) i.e. accommodators or allies

with low priority in work involvement.

Obstacle 4- In my current position I often have many tasks to complete throughout the

day with varying degrees of importance.  Overseeing a team of 70 of my own team

members as well as helping others in other departments with their development time

becomes a concern.

 Obstacle 5- Overcoming my introversion in putting myself out there to help others.  I’m

naturally a reserved person who doesn’t put much of myself out there.  This is something
 that has been displayed in assessments throughout my OGL journey.  I’ve made big

strides in being more outgoing and is something that I continually work on.  This is

something that might hinder me in making the initial connection in order to help others in

development.

Section 2: Career Vision

Consider your long-term vision for your career. Respond to the following questions, and make

connections to your personal mission statement, your BHAG(s), the themes you developed in

Module 4, and the textbook/supplemental readings (as applicable).

Answer the following:

1) Analyze the type of career you want to have, in terms of an organizational

career or a protean career, make sure it is clear you understand the concepts as

outlined in the textbook. Why?

Currently, I have the mind frame of a protean career and view that as a possibility if I

reach stagnation within my current organization.  Within Target there are a lot of

opportunities, growth, and a variety of occupations.  I have the ability to continually grow

and change careers within the organization.  However, with that being said I’m not tied to

the idea of having to stay with a company for my entire career.

         Part of the reason that I went back to school at the age of 39 is to be able to have a

protean career.  I was in a place of being comfortable but realized without a permanent

skill I was limited in my opportunities with other organizations.  Receiving my degree

coupled with the experience I’ve gained being in a leadership role will allow to me

pursue other opportunities if there is better pay, benefits, work balance, or I’m looking

for a different challenge.

2) Analyze your career with an explanation as one that moves you up the

organization or one you develop seeking alternative career paths. If you see yourself

taking an alternative career path, which one(s) sound the most likely? Why?

My goal is to continue to move up within my organization I am currently a level 5

operations manager in the miniload and packing department.  I have been with Target for

12 years and started out as a warehouse worker. I moved through several different

positions and was promoted to a merit role last October of 2020 and into an executive-

level 5 position in October of this year.  I’m looking to gain a second assignment in a

higher profile department in order to gain more visibility. 

After completing my second assignment or being in the role for a year or so I will

look to promote to a level 5 elevated production control role.  The goal is to be promoted

steadily each year until I can reach level 8 where I would be the senior director of my

own distribution center. 

3) Discuss and explain if you see yourself working an alternative or flexible

work schedule/arrangement? If so, which ones and why?

 I am currently working a compressed schedule working Saturday- Monday night

on average of about 14 hours a shift.  I have worked a compressed schedule for most of

my working life.  I enjoy the flexibility it provides with having multiple consecutive days

off.  There are challenges especially since moving to Operations manager my hours have

increased on my workdays which allows me very little time to do anything besides work

on my workdays.  Having a compressed schedule can offer challenges with child pick-

ups and childcare as Hall (2007) mentions in chapter 7.  Fortunately, my wife and I both

work for Target and have been on compressed schedules which meant that when there

was a conflict in childcare as was the case when we had our last child we were able to

switch and work opposite compressed schedules where one of us was always off.

In the future, I wouldn’t mind looking into telecommuting as more and more

positions have started opening up that offer a work-from-home environment with limited

travel.  These are stated as being headquarters positions but are remote, working out of

the headquarters office in Minnesota.  Telecommuting would offer more flexibility as to

when I’m available for my family.  This may be beneficial as my children are entering

high school and are each having increased activities. 

4) Research and post current, or past, job postings from your local area, across

the country, or from around the world which illustrate how you might reach your

BHAG. Be sure to provide the Job Title, a small description and why it supports

your BHAG when you provide the URL. Websites such as CareerBuilder, Monster,

or Indeed might be a good place to begin. Also, career-specific websites such as

SHRM.org or AICPA.org often have job postings. Provide 2 listings for each of the

following time periods:

a. 2 years from today

i. Production Controller, as Production Controller, you’ll play a

vital role in staffing, planning, and achieving building goals to ensure the

accurate and timely processing of merchandise to our Stores and Guests.

You’ll help to educate executives on the importance of accurately staffing

their teams to ensure positive daily and weekly results. You’ll monitor

plans and work in process backlogs to consider impacts of future planning

and staffing to keep the building balanced, and play a crucial role to drive

priorities and contingency plans to support positive results for your

building. You’ll work with executives to bridge gaps in attainment of

plans, Service Level Agreements and budget to initiate continuous

improvement. You’ll also participate in bi-weekly Production Controller

conference calls to stay current on events and updates to tools and

processes, and communicate these updates to the executive team

appropriately to minimize the impact on workload. You’ll participate in

long-term staffing discussions with Headquarters partners as well as

building executives, considering the impact on cross-training, seasonal

strategies, the mass-posting process and the impact of overtime.

Additionally, part of your daily routines will consist of department floor

walks with Sr. Operations Managers and Operations Managers to

understand product flow and building capacity to participate in the

development of business plans, using trend graphs and reporting tools to

help identify and drive areas of opportunity within the building to

 positively impact KPM. As a Production Controller, you’ll play a vital

role in supporting the overall business performance for your team!

BHAG support- Proven ability to motivate teams and manage conflict is

one of the bullet points in the description but there is more development

that takes place as well.  Working as a PC you will be the point of contact

to the operations team the senior team and the director where you have the

ability to partner with and challenge them to improve performance or

efficiency. 

https://jobs.target.com/job/galesburg/production-controller-kalamazoo-mi/

1118/28050902720

ii. Inventory Control and Quality Assurance Leader, As an

Inventory Control & Quality Assurance (ICQA) Leader, you will oversee

assigned ICQA responsibilities and supervises a group of ICQA team

members in execution of those quality routines, functions, and research. 

You will be responsible for root causing quality defects within the

operation and analyzing the site’s operating methods and procedures to

identify gaps in inventory control and total quality. You will lead

improvements within bin and location accuracy, order cancels, and other

quality indicators identified through process audits.  In leading the ICQA

department for a distribution site, you will determine the appropriate

methods and problem solving tools to use and implements new

 practices/procedures, inclusive of leading kaizen and continuous

improvement events.  You will get the opportunity to implement

innovative and creative ways to achieve desired results while collaborating

across multiple operational departments to drive quality goals and meet

inventory control metrics, while fostering an environment in which diverse

backgrounds are respected and valued.

BHAG support- Working as an elevated 5 in the ICQA support role you

oversee a smaller team of elevated team members who are likely looking

to seek promotion within the company.  Having the benefit of a smaller

team allows you to offer more support and development to other leaders to

build up their job knowledge.

https://jobs.target.com/job/logan-township/inventory-control-and-quality-

assurance-leader-logan-nj/1118/26372721888

b. 5 years from today

i. Senior Operations Manager- A Senior Operations Manager role

entails leading with a focus on safety, continuous improvement,

relationship building, communication and strategic thinking. You will

foster a “safety first” culture through awareness, training and

accountability. Your guidance will help other operational leaders achieve

established standards of service, quality, accuracy and productivity. You’ll

leverage a mix of key metrics, Lean Six Sigma, GEMBA walks and other

activities to understand what’s working well and where to improve. Your

 teams will be enabled to do their best work in an environment of

innovation, calculated risk, testing and learning. Getting to know your

team and championing their unique strengths will motivate and inspire

them to reach higher. With your support, both teams and individuals will

improve through their clear understanding of goals and expectations,

mutual accountability and regular constructive feedback. Your skills for

planning and execution will take center stage as you set individual and

team priorities and proactively structure resources to meet them. Open and

articulate communication will be key to presenting the big picture, and

your commitment to “walk the walk” will show solidarity as you spend

time on the floor every day, observing and interacting with your team

members.

BHAG Support- In this role you have the ability to mentor operations

managers who are reporting to you and are trying to promote into a senior

position themselves.  Not only do you have direct reports that you can

develop but you are one of the direct decision-makers when it comes to a

team member to operations manager promote. You can develop side

projects and chat sessions to drive development. 

https://jobs.target.com/job/chicago/sr-operations-manager/1118/26221479040

ii. Sr Manager, HR Compliance- 

 The HR Policy & Compliance team is responsible for creating, managing,

monitoring, and enforcing HR and employment-related policies and

compliance programs for Target.  As a member of Target’s HR Policy &

Compliance team, you will play an integral part in working with Human

Resources, business, and legal teams to manage emerging risks, complex

employment requirements, and internal workplace policy expectations. 

This will include tracking changes in legislation, working with labor and

employment attorneys to understand legal and regulatory requirements,

consulting with HR and business teams to translate requirements for

technology and process development, build and perform ongoing

monitoring for the effectiveness of controls, and create remediation action

plans to mitigate identified risk.

BHAG Support- Going into this aspect of the business would limit my

ability to impact people’s development and growth under my job title. 

Any development and growth building here would have to be down

outside of the role as this position is primarily focused on adhering to

workplace compliance. 

https://jobs.target.com/job/bengaluru/sr-manager-hr-compliance/

1118/26407494176

c. 10 years from today

i. Distribution Center Director-  An Operations Director L7 role

entails leading with a focus on safety, continuous improvement,

relationship building, communication and strategic thinking. You will lead

an entire functional area business unit or Supply Chain location. You will

foster a “safety first” culture through awareness, training and

accountability. Your guidance will help other operational leaders achieve

established standards of service, quality, accuracy and productivity. You’ll

leverage a mix of key metrics, Lean Six Sigma, GEMBA walks and other

activities to understand what’s working well and where to improve. Your

teams will be enabled to do their best work in an environment of

innovation, calculated risk, testing and learning. Getting to know your

team and championing their unique strengths will motivate and inspire

them to reach higher. With your support, both teams and individuals will

improve through their clear understanding of goals and expectations,

mutual accountability and regular constructive feedback. Your skills for

planning and execution will take center stage as you set individual and

team priorities and proactively structure resources to meet them. Open and

articulate communication will be key to presenting the big picture, and

your commitment to “walk the walk” will show solidarity as you spend

time on the floor every day, observing and interacting with your team

members.

BHAG- As an Operations Director you have control over the culture of

your building you can drive development programs and initiatives to hire
 within the company for promotions.  You also have the ability to help

guide seasoned team members who have been with the company for years

to discover new possibilities and avenues to expand into. 

https://jobs.target.com/job/suffolk/distribution-center-operations-director-

suffolk-va/1118/24649392272

                                    

ii. Store Director-  You run a profitable growth business that has one

purpose: to help all families discover the joy of everyday life. You lead a sales

force of experts, advocates, and consultants that discover guests’ needs and offer

solutions to earn their loyalty. You lead teams that are passionate about making

sure guests get what they came for (plus a little more) every time they shop at

your store. You develop leaders who care about their team members, and team

members who care about their guests and each other. At Target we believe in our

leaders having meaningful experiences that help them build and develop skills for

a career.

The role of a Store Director can provide you with the:

· Knowledge of guest service fundamentals and experience building and

managing a guest first culture across the store

· Skills in retail business financials (e.g. payroll, profit and loss) and

driving sales growth

 · Experience creating store specific strategies and managing your team to

deliver results

· Knowledge of retail business fundamentals for total store: sales trends,

inventory management, guest shopping patterns & satisfaction, pricing and

promotions strategies, and specialty businesses

· Skills in setting and planning total store quarterly business priorities and

managing a team to deliver on sales goals

· Make business decisions by assessing market competition, understanding

guest insights, and feedback

· Experience managing a large team of hourly team members and leaders

as well as leaders of leaders

· Skills in recruiting, selecting, talent management, and talent planning

across all departments of the store

As a Store Director, no two days are ever the same, but a typical day will

most likely include the following responsibilities:

·Own your store’s overall business to drive efficiency and grow sales

· Leverage your reports (financial, operational, team, and guest) to

understand the business and make decisions.

 · Understand sales trends and lead your team to drive sales growth in core

businesses (Style, Beauty, Electronics, Food & Beverage) by leaning into key

seasons, events, and weekends.

· Know and assess the competition; leverage guest insights and feedback

to drive the business and be the destination of choice for our guests.

· Lead an efficient operation to fund the sales culture.

· As a key carrier, follow all safe and secure training and processes.

· Address store needs (emergency, regulatory visits, etc.).

· Always demonstrate a culture of ethical conduct, safety, and compliance.

Lead and hold the team accountable to work in the same way. Cultivate a guest-

centric and engaged team

· Develop a team and culture that is committed to guest loyalty and shares

services and rewards like REDcard, Drive-up, Order Pick-Up, Shipt, and Wallet

to improve convenience and frequency.

· Lead a confident and knowledgeable sales force that delivers a

differentiated experience for our guests, prioritizes the guest over task and

delivers a welcoming, inspiring, rewarding, and easy guest experience.

· Recruit, hire and retain a passionate team for area-specific knowledge

and expertise.

· Invest in training to enhance skills and capabilities

 · Evaluate and manage individual impact through a total store

contribution.

· Create sustainable talent strategies to fuel continued team growth.

· Own and implement exempt and hourly schedules that align to guest and

business needs (including weekends, mornings, evenings, overnight, and

appropriate seasonal adjustments).

BHAG- Working as a store director you have the opportunity to work

with people who are just entering the workforce which very could be their first

career.  Giving them exposure to the culture and development that you provide

can steer the direction of their career and education.  Being a store director and

establishing a culture of development and growth can have a huge impact on

younger generations or others who have little exposure to career paths. 

https://jobs.target.com/job/pflugerville/store-director-store-manager-north-

austin-tx/1118/22914370688

d. BHAG Achievement Year

                                            i. Operations Director- 

You support a profitable business that has one purpose: to help all families

discover the joy of everyday life. You enable a consistent experience for

our guests through experts of operations process and efficiency.

You support passionate teams who make sure guests get what they came

for (plus a little more) every time they shop at Target. You ensure stores
are in stock by leveraging best processes and routines – providing both

inventory accuracy and availability. You support teams to deliver a

seamless and convenient experience for our guests no matter how they

choose to shop. You leverage the power of our physical stores to unlock

expanded fulfillment offerings.

You support teams who are focused on building a culture where every

minute matters, every step counts, and the expense of every resource is

measured. You lead and model a culture of operational excellence that

supports an elevated guest experience.

At Target, we believe in our team members having meaningful

experiences that help them build and develop skills for a career. The role

of an Operations Director can provide you with the:  

Knowledge of guest service fundamentals and experience supporting a

guest-centric culture across a multi-unit market of stores supporting both

in-store business operations and digital fulfillment

Skills in creating business & market-specific strategies by leveraging data

and metrics and partnering with store and group business leaders to deliver

results through their teams

Knowledge of retail business & operations fundamentals: department &

market sales trends, guest shopping behaviors, inventory management,

process improvement, workload efficiency, and fulfillment processes

Ability to influence business decisions by assessing market competition,

understanding guest insights and feedback

Ability to influence and provide thoughtful feedback to key partners (e.g.

Group/District/Store leadership, HR, HQ) to support company and store

operations initiatives

As an Operations Director, you are responsible for the daily business

performance of your respective area in your market. These responsibilities

include:

Drive your business to grow sales

Being an expert who guides teams on process efficiency including

operational execution in key measurements for both replenishment &

fulfillment capabilities.

Improving key operational processes that support inventory availability for

our guests.

Leveraging best processes and routines for the execution of replenishment,

fulfillment, and backroom capabilities.

Cultivate a guest-centric salesforce to drive sales and efficiency

Lead and create a service culture utilizing tools and routines that model,

train, and coach behavioral expectations to deliver the service standard

Build a culture where every minute matters, every step counts, and the

expense of every resource is measured.

Be an expert who guides teams on fulfilling guest orders, managing

workload & performance to capture every last sale.

Lead adoption of new fulfillment capabilities that support our guests.

Lead and drive operational execution in stores through detailed teaching

and training.

Collaborate, influence, and support group leadership with the right tools

and resources to deliver on operational priorities.

Demonstrate a culture of ethical conduct, safety, and compliance. Lead

team to work in the same way and hold others accountable to this

commitment.

Demonstrate a commitment to diversity, equity, and inclusion through

continuous development, modeling inclusive behaviors, and proactively

managing bias

All other duties are based on business needs.

BHAG- As a regional operations director your circle of influence is vast. 

You have oversight of multiple distribution centers across the region, there

are 6 regions total   Meaning you have oversight of a 6th of Target's

distribution network.  You have an impact on work-life balance, culture,

and development within that region from someone entering the

distribution as a worker for the first time or someone who is a director of a

distribution center.  You are able to task the development of programs to

promote growth within the region and your employees. 

https://jobs.target.com/job/minneapolis/operations-director/

1118/27512666368

ii. Senior Director- Leaders and individual contributors alike look to

our Global People teams to influence strategy, optimize working models,

and enable the business to achieve results while preserving the fabric that

sets us apart and keeps our 1.3M+ associates coming to work every day.

By providing the necessary tools and insights, our People professionals

operate as partners at every phase of workforce planning, talent

management, organizational design, and change management. From

building communities to preparing Walmart for the future, to be a member

of this team is to operate as a vital component to our sustainable success.

Together, we think beyond the status-quo and inspire others to evoke

positive change. When you join us in Global People, you immerse

yourself in our culture, becoming a trailblazer and a true agent of

influence.

BHAG- This position is very similar to the 7th position posted at Target. 

In the event that there isn’t an opening within my current organization I

can go to an equivalent position and still make an impact and keep my

 time frame.  Having an active role in organizational design and talent

management on a large scale aligns with my BHAG with affecting

employees' development on the highest level from the top down. 

https://careers.walmart.com/us/jobs/WD1048445-senior-director-regional-

people

Section 3: Long-Term Strategy

Develop a strategy for moving toward your ideal future work/life situation and the realization of

your BHAG(s). Consider the timeframe for your BHAG(s). Provide a vivid description of life

“the way it will be” once your BHAG is realized.

1) Critically think about and then list out (not a narrative format) the interim

steps or milestones you have laid out for yourself that will aid you in reaching your

BHAG (you should have at least 10 to earn a rating of excellent and be referenced

by time)

1. Take ownership of the lead warehouse development series (0-6months)

2. Get a second assignment in operations management in a department with higher

visibility. (3-12 months) 

3. Grow and develop in my role in operations management while refining building

flow knowledge. (0-12 months)

 4. Develop and have impactful stories to be an advocate for my success in the

department and roles that I have been in. (0-12 months)

5. Move into the production controller position remaining active with the

development series. (12-24 months) 

6. Promote into a senior operations position within a year and a half. (2-3 years) 

7. Actively be involved with the development of internal talent as a senior (24-48

months) 

8. Grow and establish great performance and routines in managing the operations

team (24-48months)

9. Enhance the scope of the development series (what it covers and who is involved)

(30-48 months)

10. Promote to Operations Director (5-7 years)

2) In addition to career-related roles, consider your other life roles in relation to

your career goals. Revisit your responses to the Identities Exercise that you

completed in Module 1 of the course. Based on your long-term strategy what are the

3 most precious things you are willing to sacrifice, besides time, to achieve your

BHAG? Why?

My identity as a Boss or employee can be sacrificed.  If I have to relinquish that

title or role in order to help others develop in their role, I’m okay with that.  My identity

is not entirely wrapped around a title.  If it doesn’t affect my ability to provide the desired

lifestyle for my family, I’m willing to sacrifice it.  Servant leadership is a meaningful

example of leading to help others achieve more for the overall betterment of society. This
 is the only thing that I identified in module one that I would be willing to sacrifice.  The

other two identities that I identified were being a parent and being black, I would never

sacrifice my identity of being a parent, or my history and culture. 

  A desire I would be willing to sacrifice is being knowledgeable in my role if it

helped me achieve my BHAG of driving growth and development in people I meet.  With

the fast-moving growth that is happening within my organization, there have been

promotions where the person didn’t have a chance to gain a true mastery of the role

(promoted within 3 months).  You can be effective without being extremely

knowledgeable about every process.  You have to rely more on your resources, but it is

achievable.  Your leadership qualities can propel you to the next level if you exhibit and

articulate them well.  

Lastly, I would sacrifice one of my values, security. I defined security as job

security within a company.  As I develop more of a skill set coupled with my education I

don’t fear the thought of a job not being there long term.  Hall (2007) developed the term

protean career or having the ability to move between organizations to foster growth and

change. If I couldn’t have the impact on individuals that I seek I would look for a role to

have that desired relationship even if it was in another organization. 

Section 4: The one to two year plan

Using a SMART goals-based approach, as well as project planning and management skill best

practices, create a detailed project plan for at least two specific goals. At least one must be
related to your long-term BHAG. The other may be related to some other aspect of your career

development or career-life integration. Both of these goals need to be things that you are

passionate about accomplishing.

Your selected goals and SMART plan (see SMART goal information provided in the module)

should be structured based on a one to two-year timeline. It should include specific milestones,

action items, sub-tasks as well as task-related interdependencies as applicable. With respect to

each goal, critically think about what specifically are the things you will do in the next one to

two years to achieve these goals.

Develop a clear and detailed SMART plan, with facilitating goals and steps/actions required

to accomplish your selected goals. It should be evident, by looking at the format and structure

of your plan, that you have developed some significant skills respect to project management.

Include Gantt charts (T) or other visual project representations as you see fit, and be sure to

address your approach to tracking/measuring your progress (M).

1) What is your #1 Goal? (at least one of the following must be related to your

BHAG)

Add more value to the lead warehouse worker development workshop. Recently I

was brought into partner with our development series in helping give team members tools

resources and experience on how to get to the next level.  However, after my first meeting, I

gathered feedback that they do the same exercise over and over every few months and

some feel they weren’t gaining a lot out of the experience. 

a. Specific- Increasing the effectiveness of the development workshop

b. Measurable- through participation feedback and workshop participation

promotes

c. Attainable- I have experience in development on the job and through

education that has gained me a promotion from where they are currently. 

d. Relevant- BHAG is to help people reach their potential in development

and growth to the best of my ability. 

e. Time-Based 1 year
 Product Task
gather feed back from
members of what the
it

gather feedback from

team as to what they
Make meetings meaningful and productive achieve

Workshop material and structure Read through provide

set cadence for frequ

and bullet points of w
Meeting: Conduct reintroduction to workshop and the focus going forward accomplished

Meeting: Conduct second meeting with assessments and getting an idea of eaches
strengths ansd weaknesses work throught assess

Meeting: Conduct meeting in building stories and documenting impacts each has had Work through power s
over the last 18 months size and scope

Have everyone introd

Meeting: work through elevator speech and introduction using elevator speech

2) What is your #2 Goal? (at least one of these must be related to your BHAG)

Promote to Production Controller 

a. S-Promote to production controller 

b. M-When I receive the promotion

 c. A- I currently have a lot of experience in the building and have touched

many different departments that will be beneficial within the role.  I’m currently

an operations manager and that is a common next step. 

d. R- Production controller will is a step in my long term goal of becoming a

Senior Director. 

e. T- 24 months

Product Task

Complete this course to finsih my

Finish my degree degree

Take ownership of development program Take lead in development program

continue to partner and stretch myself

Grow and develiop in my current role learn all I can
 References

Harrington, B., & Hall, D. T. (2007). Career Management & Work-Life Integration: Using Self-

Assessment to Navigate Contemporary Careers (1st ed.). SAGE Publications, Inc.