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The UW Profession at Risk 4 Steps to Manage Career Morbidity

Learn how to manage your career and improve your professional development as an underwriter with these 4 steps. Discover the importance of continuous learning and identify opportunities for growth. Develop both left and right brain skills to excel in your profession.

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The UW Profession at Risk 4 Steps to Manage Career Morbidity

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  1. The UW Profession at Risk4 Steps to Manage Career Morbidity 2015 NEHOUA Conference October 14, 2015 Kyle Steadham, EdD, FLHC, FLMI, SPHR Manager, Talent Development Christopher Guerin Assistant Vice President, Underwriting Transamerica Life Insurance Company Rev. 10-12-15

  2. Objectives • Understand why professional development is important for underwriters. • Identify prerequisites for professional development. • Follow the 4 major steps of the professional development process. • Recognize left and right brain skills needed in successful underwriters. • Identify and evaluate professional development activities.

  3. Scope of Professional Development Future Higher Position +/- Professional Development Plan (PDP) Expand Current Position +/- Future Lateral Position Coaching Feedback Training Performance Improvement Plans Current Position +/- +/-

  4. 3 Actions to Prepare for Your Professional Development Journey Sweet Spot

  5. 1) Check Your Motive.

  6. 2) Have a Proactive Mindset. Conners, R., Smith, T. & Hickman, C. (2004). The Oz principle: Getting results through individual and organizational accountability. New York: Portfolio.

  7. 3) Have a Champion or Support Network. • Mentor • Current Manager • Senior Co-worker • Coach • Teacher • Family Member • Fellow Society Members • Career Counselor • Spiritual Leader

  8. What’s In It for You? Commitment Performance Satisfaction Innovation Networking Resources Time Energy

  9. 4 Steps to Manage Career Morbidity

  10. 4 Steps to Manage Career Morbidity What competency do you want to improve? What specific and measurable result(s) do you want to achieve? Refer to Handout

  11. Step 1: Identify Development Opportunities • Make development significant. • Establish accountability. • Identify development needs.

  12. How to Make Development Significant • Schedule time for planning or discussions. • Connect development to organizational goals. • Make development a reward opportunity. Step 1: Identify Opportunities

  13. How to Establish Accountability • Shared • Design and modify development areas and activities • Evaluate progress • Manager • Allocate and/or approve company resources • Provide guidance and request updates • Underwriter • Conduct the research • Allocate or review personal or company resources • Create the plan document • Implement the plan • Share progress with champion • Keep records of goals and progress Step 1: Identify Opportunities

  14. How to Identify Development Needs • Complete a self or 360 competency assessment. • Review past performance appraisals. • Work with a career coach. • Consider Daniel Pink’s recommendations in AWhole New Mind. Step 1: Identify Opportunities

  15. Maintain Pink’s Left Brain Reasoning Skills Step 1: Identify Opportunities Pink, D. H. (2006). A whole new mind: Why right-brainers will rule the future. New York: Riverhead Books.

  16. Build Pink’s Right Brain Skills for The Future Step 1: Identify Opportunities Pink, D. H. (2006). A whole new mind: Why right-brainers will rule the future. New York: Riverhead Books.

  17. 4 Steps to Manage Career Morbidity What actions will you take to make this change? How will you know if an activity/action item was accomplished? When would you like to have this change in place? Refer to Handout

  18. Step 2: Define Activities • Create list of activities to work on strengths or limitations. • Link to development objective • Include ways to measure • Establish target dates • Champion reviews activities, provides feedback, and helps locate resources. Step 2: Define Activities

  19. Professional Development Risk Analysis Step 2: Define Activities Lombardo, M. M. & Eichinger, E. (1989). 88 assignments for development in place. Greensboro, NC: Center for Creative Leadership.

  20. Examples of Activities to Promote Right Brain Skills Step 2: Define Activities Pink, D. H. (2006). A whole new mind: Why right-brainers will rule the future. New York: Riverhead Books.

  21. Examples of Activities to Promote Right Brain Skills (cont.) Step 2: Define Activities Pink, D. H. (2006). A whole new mind: Why right-brainers will rule the future. New York: Riverhead Books.

  22. Drawing a “6” Isn’t So Easy Is it? • While seating, lift your right foot off the floor and make clockwise circles. • While doing this, draw the number "6" in the air with your right hand. It takes patience, practice, persistency to develop new skills.

  23. 4 Steps to Manage Career Morbidity Where are you in the process? What demonstrations of competency have occurred? Refer to Handout

  24. Step 3: Initiate Activities • Organize the activities into your calendar. • Adjust the plan when necessary. • Share successes and lessons with champion. • Attend training classes at your company.

  25. 4 Steps to Manage Career Morbidity What is the outcome of the development activity? To what extent was the Step 1 Development Objective achieved? If more change is necessary, return to Step 1. Otherwise, celebrate success. Refer to Handout

  26. Step 4: Evaluate Results • Share feedback about development progress: • How have knowledge, skills, or behaviors changed? • What were your strongest learning experiences? Why? • Where did you experience difficulty? Why? • What would you change about the development process to make it better? • Document the progress. • Consider modifications. • Celebrate success.

  27. Who is in your driver’s seat?

  28. Enjoy the rest of the conference!

  29. References • Browning, H. & Van Velsor, E. (2004). 3 keys to development: defining and meeting your leadership challenge. Greensboro, NC: CCL. • Conners, R., Smith, T. & Hickman, C. (2004). The Oz principle: Getting results through individual and organizational accountability. New York: Portfolio. • Colvin, G. (2015). Humans are overrated: What high achievers know that brilliant machines never will. New York: Portfolio. • Goodkind, N. (2015, Aug. 11). How to keep your job in a world of automation. Yahoo Finance at http://finance.yahoo.com/news/how-to-keep-your-job-in-a-world-of-automation-122831704.html# • Lombardo, M. M. & Eichinger, E. (2004). For your improvement : A guide to development and coaching. Minneapolis, MN: Lominger Limited.

  30. References • Lombardo, M. M. & Eichinger, E. (1989). 88 assignments for development in place. Greensboro, NC: Center for Creative Leadership. • McCully, W. (2006). Value of professional development. http://www.nsls.info/articles/detail.aspx?articleID=45 • PDI. (2000). Successful manager’s handbook, 6e. • Pink, D. H. (2006). A whole new mind: Why right-brainers will rule the future. New York: Riverhead Books.

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