7 Areas to Plan, Assess, Reward Professionally

7 Areas to Plan, Assess, Reward Professionally

What gets rewarded proves more likely to get repeated.  What we put on our scopes as targets has a better chance of getting aimed at and hit. Improving the design of what we plan, assess, and reward improves results seeking to inspire and guide good people to do the right things automatically.  I summarize into seven areas what is important for organizations and professionals to Plan, Assess, and Reward (PAR).

Short-term thinkers only focus on three of the areas—calling them something like “sales, service, and revenue.” Advanced thinkers also focus on the “Big 3 Results” because without money there may not be a mission. However, they also focus on higher-level areas that develop capacity in themselves, others, and the organization instead of just working for “cash.” In the end, those who focus on “cash and capacity” have the best chance of success and growth.

We should invest in meaningful missions, visions for success, and key performance indicators in our professional plans, performance assessments, and training aimed at goals and rewards. These tools help motivate us to align and focus on priorities.

——-The Big 3 Results——-

  1. Opportunity—whether called business development, marketing, sales, resource development, advancement, enrollment management, membership recruitment, or any other name, organizations for-profit and not, public and private, all must be invited or given permission to provide services, products, or other forms of value.
  2. Service—often called client service or product delivery, the core of this area is keeping promises that earned the opportunity. We should add quality and positive experience.
  3. Rewards—many people and organizations focus on financial return, which almost always is necessary because without money, there may be no mission. We also should consider desired rewards for security and success, job satisfaction and fulfillment, plus career and financial opportunity because these affect motivation and retention of good people—as well as help us focus on priority goals.

­­——-The Big 4 Strategies——-

  1. Professional Development—develop plans to provide programs and services as well as to learn, assess, and improve. Align your plan with team members and the organization.
  2. People Development—attract talent who match your values and needs; train and coach to help them succeed at desired results and to develop capacities, individually and in teams.
  3. Organizational Development—plan and problem-solve around mission, vision, and goals, including opportunities and challenges. Develop best practices, key processes, tools and training; improve systems for hiring, assessing, rewarding; design structures for fulfillment, communications and career development.
  4. Societal Development—learn and serve through professional association and community involvement—membership, service, leadership—give back, build relationships, and develop strengths synergistically connected to your mission in communities where you work.

Put these areas in your plan even if your organization does not. Eventually, they may include the specifics or at least the spirit of these areas, especially if they see you improve your plan, performance, and people development.


Motivated professionals wanting to write professional plans can attend Life Leaders at Lunch, join Life Leaders Association, or enroll for coaching. Foundations and corporate sponsors support programs and courses. David speaks for college and corporate lectures and advises leaders on implementation of plans and best practices.


About Dr. David Dyson

Dr. David Dyson serves as author, coach, and teacher helping students and true professionals to PLAN and LEAD in LIFE. He is founder-trustee of Life Leaders America since 1988 and he is on appointment at Troy University lecturing and doing projects.
This entry was posted in Best-Self Leadership, Freedom to Flourish, Journal, Life Leaders, Plan for School & Life and tagged . Bookmark the permalink.

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