I-OPT OVERVIEW
ELGL WITH INDIVIDUAL DEVELOPMENT PLANS
• I-Opt is an assessment that measures “how” you
process information. (Information Processing
Strategy)
• Acronym = Input – Output – Processing – Template
• Does not focus on who you are; it’s not about feelings.
• Many of our behaviors rely on the way we process
information.
• We make choices on how we process information.
• One choice is not better than the other.
• We process information at different speeds based on
the amount of information we demand.
• If you’re quicker to process information, you focus
on the main points of the information and may
miss some details vs someone who takes
everything in and processes information at a
slower speed.
Direction vs.
Support
 Ignore them
 Show them a career path
 Minimize Influence
 Change them
 Terminate
 Coping strategy
 Reward them generously
 Recognize them personally
 Develop them continually
 Involve them / Succession
Plan
 Coaching
 Written warning
 Performance Imp. Plan
 Discipline Conference
 Termination
 Develop a "Fit" Strategy
 Minimize the Morale Curve
 Establish Realistic Time-lines
 Kinesthetic Training Process
 Create a Feedback
Environment
Your Coaching Guide
Assessment Summary—
My primary style is: ______________
My secondary style/s is/are: ______________
My strengths:
1.
2.
3.
My development areas:
1.
2.
3.
Strengths—360 Feedback—THE WHAT
.Motivating
.Positive relationships with employees
.Highly trusted
.Collaborative/team player
.Development of others/mentor
Development Areas—360 Feedback– THE WHAT
.Increasing financial understanding of business
.Continue to develop self-awareness
Development Areas—360 Feedback—THE HOW
1. Improve financial understanding of business
A. Look for opportunities to learn without total immersion. Can you seek relationships in those
areas to learn while maintaining current placement?
B. Make a 12 month plan that identifies small achievable goals to improving the knowledge you
seek. Make appointments if necessary to carve out the time in your schedule.
2. Continue to develop self-awareness
A. Challenge yourself to take slower, measured action when appropriate.
B. Spend time studying other styles and their preferences with interaction, communication and
information.
INDIVIDUAL DEVELOPMENT PLANS
• Plan for self improvement/growth
• First, the what – ID Strengths and
Development Areas
• Second, the how – actions to take
• Third * the WHEN – accountability
mechanism
• Ideally, reporting to accountability
partner
• Plan for Another – deficiency or
development follows same format
• You become their accountability partner
• Feedback must be scheduled and often
INDIVIDUAL DEVELOPMENT PLAN
• Development Plan for Another – PIP
• Use GROW model
• Goal – you state the desired behaviors
• Reality – you share their observable behaviors incongruent with the goal
• Options – Let them help establish viable options to close the gap
• Way Forward – Accountability piece