Individual Professional Development Plan: Sales Director Role

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INDIVIDUAL PDP
An Individual PDP
Assessment 2
Student’s ID:
University Name:
Author’s Note:

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INDIVIDUAL PDP
Table of Contents
Introduction......................................................................................................................................3
Task 1: Skills Audit analysis...........................................................................................................3
Task 2: Make a professional development plan..............................................................................5
Task 3: Work-based project...........................................................................................................11
Conclusion.....................................................................................................................................13
References......................................................................................................................................14

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INDIVIDUAL PDP
Introduction
On provided the condition while working as sales director in Smart over Insurance for some
months to conduct the projects, it is advised to work on the ongoing skills based test and
professional development. It would be lined up with the latest opportunities as a new career may
be developed. The main task will create a base for making a professional development plan,
which may be beneficial for working as a sales director in this company. The study will also
focus on the work-based project in contrast to company and way the objectives may be enhanced
through the motivational factors.
Task 1: Skills Audit analysis
Over the years, it is credible that skill audit is a process in which an individual may be
recognised the skills gaps within organisation. A proper skill analysis may be successfully
worked for the position of sales director. Further, this analysis would be efficient, as it facilities
the learners for responding to stimuli, or collecting response with empirical feedback and
knowledge. The approach may be helpful to complete as a task, while it is combined with a
feedback from facilitator. Likewise, a feedback tries to motivate with the achievement while
negative feedback discourage repetition of an undesirable behaviour (Stern and Brackett, 2012).
To make a skill audit, it is essential to perform on the success level and attributes to feedback
and evaluation process for sales director of Smart over Insurance.
Objectives Skills and competencies Timetable Self
assessment
Feedback
evaluation
Achieve the
sales target for
Smart over
Insurance
It must be done by enhancing the
negotiation skills, with the
intention that communication
skills may also be developed.
Feedback from the leaders and
seniors will be useful for me to
improve this skill. Further, It also
develops my confidence level and
1 month Average 6.5/10

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I am ready to deal with any type of
situation.
Trainee the other
workers in Smart
over Insurance
company
This may be accomplished by
giving well-organized training to
main workers, as it also supports
me to improve my leadership
skills. Further, it may develop the
execution for the implementation
process. The skills and
acquaintance are needed to
recognise this activity for
developing as sales manager.
2 months Medium 7/10
Organize the
team and
analyse their
performance
In this activity, leadership skills
will be necessary to evaluate the
employee performance and give
the task according to their
previous performance. Further, it
may support to generate the efforts
for group and help them to execute
the activities according to the plan
3months Medium 7.5/10
Guiding and
supervising
It would direct the employees
within Smart over Insurance that
support to achieve the targets in a
better way with appropriate
evaluation
2 months High 9.5/10
Consulting with
customers about
policies
It is attained by executing proper
communication skills. For having
insufficient communication skills,
customers do not understand the
policies.
2 months Medium 7/10

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Table 1: Skills audit template
(Source: Learner)
While a skills audit analysis is developed, it may be imperative to set the goals and objectives.
These types of objectives may break in a simple short- term goal that would be easily achieved.
As a sales director in Smart over Insurance, I think that several learning processes would be
motivated with the objectives. It is also staged if the objectives will not be set, the person will not
be capable to improve the regions that needs effective development (Prosek and Hurt, 2014). The
utilization of skill audit may prepare employees for their main roles that they need to perform on
their individual life. I have to put in proper communication skills to elucidate the objectives with
proper measurements. To become a more effective quick thinker, better communication skills is
vital to adopt between workers. Solving the conflict circumstances, I would develop my
interpersonal skills. On the other hand, a proper managerial skill is the most significant factor to
review the organizational objectives (Mwalongo, 2012). In this context, management theories are
needed to be learnt for maintaining the teamwork and directing employees in systematic way.
However, gathering the effective knowledge in management planning would be beneficial for me
in Smart over Insurance. Develop the team spirits and knowledge about the presentation skills is
essential for my position. In this way, I may fill up the gaps in the given skills audit analysis.
As a Sales Director, I should also try to meet my personal goals in sales, which can be done by
strategy making and conducting several meetings. The meeting can be both general and board
meeting with the employees and executive bodies respectively (Cooke, 2012). Incorporation of a
proper business management team and finance team will help in this process. This will enhance
the self-target and improve the overall team performance. Next thing that I would like to include
the professional development plan is the increased and improved connectivity, and for this task,
the communication with the real estate agents, loan officers etc should be done. By this, several
disciplines can be controlled by an easier way.
Task 2: Make a professional development plan
Professional development plan is to aim the expansion as it may be managed to growth and
learning for the employee’s career. It is credible that PDP would significant for the workers to
enhance the personal identity and career opportunities (Cruess et al., 2016). As a sales director in

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Smart over Insurance, I believe that it also brings a huge attribute for all types of people who
generally learn something by their own attempt and innovative ideas. On the other hand, it could
offer the proper direction in the career and create them strong adequate to face any type of
problem in the insurance sector. I think that this ongoing development plan may have an
important affect on the production in upcoming years.
Particular skills Activities taken Resources needed Timetable
Personal skills As a sales director, the task
will be undertaken the work
ethics, as any stress, I would
easily perform. However, it is
evident that I must maintain
the relations to have the self-
respect on the way to obtain
the proper results of the
situation. With the skill
analysis, I may come out to
be a motivational speaker and
public relation expert.
However, these resources
must be taken from a good
environment.
The main resources, which
need to build for this skill is to
remain focused. Recognise the
traits and perform with an
emotional proportion that may
further apply in the
organisation. It is attained that
conscious and collaboration
will equally perform as
credible source for gaining the
empathy from other team
members of Smart over
Insurance (Hadar and Brody,
2013).
June 10 to
June 15
Problem
solving skills
Sales director must carry out
few activities such as finding
a balance, which may support
solve the issues and take the
decisions to develop the
company’s productivity and
success (Patton et al., 2015).
It is essential that the sales
director work on his
creativity, as the employees
The resources accounted
towards strengthen success
would perform with
apparition, as the detailed
charts and graphs may be
implemented while presenting
a project. On the other hand,
critical thinking may work to
bear the consistency while
June 16 o
June 25

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INDIVIDUAL PDP
may deliver their maximum
effort.
taking the decisions.
Communication
skills
As sales director, I would like
to communicate with the team
members efficiently, as I may
find a new gaming working in
Smart over Insurance.
Besides, I should find the
listening process where it
may be proper eye contact
and clearly define empathy
while communicating.
The main sources needed for
the sales director is to respond
by coming up with ideas and
opinions, as better
conversation may be
developed. It is evident that
the process of listening would
also mediate to discuss the
situation and solve the
problem as soon as probable
(Hudson, 2013).
June 26 to
June 31
Customer
solving skills
The actions, which sales
director must discover is to
have the developing the
relations as take a decision
working for them. Another
region would be exploring the
negotiating the situation, as a
customer must please with the
insurance policies. Customers
must know the policies and
sales director support them to
take the policies (Gamrat et
al., 2014).
Here, the director needs to
discover the credible
conditions where I am capable
to negotiate with other party
concerning any condition,
which has to be resolved. The
best source is to find the
objectives at first, and looking
for some alternative conditions
to obtain expected results.
1st July to
5th July
Table 2: Professional development plan
(Source: Learner)

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As a sales director in Smart over Insurance, an individual should know the significance of
interpersonal skills and I must need to complete the actives within the time schedule of task. It
has been evaluated that my role will be developing through a skill audit analysis. There may be
certain skills of individual that must be needed to take in order to bring the best presentation in
the organisation (Medina et al., 2013). To fill the gap between customers, I would like to develop
my customer-solving skills and more interaction with them supports me to identify the needs and
demands. For specific role in this sector, sales director has to effort with employees for
communicating and set the performance standards (Visser et al., 2014). On the other hand, I have
found a better commitment with sales process and insurance policies. It would be impacted on
the production of company. I have to improve my capability to encourage the team members
with a way as they may easily get their objectives within company.
Short-term goals- I would like to develop the production of my company and make me eligible
for the higher post within company. The duration will be 1 year.
Long-term goals- I have to perform well to obtain the high position and take a support from
employees.
Strengths
 My necessary skills are better in
contrast to company and I have enough
knowledge to direct the workers
 I have the ability to offer several
rewards and manage the workers for
performing well
Opportunities
 I have several opportunities such
interpersonal skills, managerial skills
and leadership skills to control the
workers
 I have the sufficient skills and
knowledge to develop the Insurance
company into a new level
Threats
 I am not capable to balance the work
 Professional along with personal
commitment have a huge threat for
me
Direction towards change
 To resolve the issues, the process of
change is necessary to adopt within
company
 I have to identify the conflict situation
and resolve it with innovative ideas

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 Should balance the worklife and
personal life
Table 3: Personal analysis
(Source: Learner)
On the other hand, several activities and objectives are to be developed in further PDP plan.
Activities Development
objectives
Resources used/
Measures taken
Success criteria Target
time
Managing
agents
Developing
strong
interpersonal
skill
I. Human
resources of the
company
II. Managers and
agency dealers
Meeting and
exceeding the target
of sales
Within 1
month
Leading teams
Training the
agents
Increase
proficiency
I. Conducting
seminars and
workshops
II. Introducing
proper HRM
team
III. Education and
training
sessions
 Increase the
job
proficiency
of the agents
 Improved
performance
1 month
Building a team
Educating the
agents
Strategy
making
Meet personal
sales goals
I. Engaging a
proper business
management
team
II. Finance team
 Increase self
target
 Team well
being
Within 2
months
Holding
meeting

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III. Audit, board
meeting,
general meeting
etc.
Communicate
with different
agents
Increasing
connectivity
I. Loan officers
II. Real estate
agents
III. Team manager
IV. Personal agents
Increased
connection helps in
remaining connected
with different
affairs, which
contributes in the
overall enriching of
the team
Within 2
months
Provide
customer
service
Increase
customer
satisfaction and
retention
I. Creating a help
desk for the
customers
II. Recruiting
employees to
deal the
customers
III. Making a
customer
service report
IV. Online portal
for customers
and grievance
cell
management
 Improved
customer
satisfaction
will help in
managing
the customer
effectively
 Retention of
the
customers
will increase
the business
 Inclusion of
more
customers
Within 2-3
months
Answering the
customers
Communicatin
g with the
customers
Making a
strong
Team
management
I. HRM team An effective team
will perform with
Within 3
months

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leadership II. Managers more efficiency,
which will reflect on
the overall
performance of the
company
Communicatin
g with agents
Updating the
business plan
Increase
business
I. Finance team
II. Business
management
team
III. HRM
IV. Performance
reviewing
meeting
 Increased
income
 Increased
revenue
collection
 Inclusion of
more agents
 Creating job
opportunity
Within 4
months
Recruit more
agents
Improving
business
strategies
Table 4: Activities to adopt in PDP
(Source: Learner)
From the above table, I found that in the professional development plan as a Sales Director in the
Smart Cover Insurance, there are some short-term activities, whereas some will take long time.
The development of the strong interpersonal skill and increase the proficiency of the team are the
short-term activity of the entire plan (Sonnino, 2013). The rest activities will fall under the long-
term actions. In the development of the interpersonal skill, I must manage the agents and lead the
team. For this, I require the human resources of the company, which means the agents or
employees working under me. Besides, the mangers and the dealers of the agencies are also
required for the completion of the task (Dixon et al., 2014). This will help me in achieving the
target in sales and increasing it up to the next level. On the other hand, the increase of the
proficiency of the team is also required for this professional development. For this, I will train
my team members and educate them as required. This will help me in strengthen the team. For
this reason, I may conduct some seminars and workshops for the agents, by which they will learn

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how they can improve their activities. Besides, the incorporation of an effective HRM in this
discipline will also improve the overall performance of the team (Hilton et al., 2013). Lastly, I
would like to look at increase the business made by my team. This can be done by improving the
business strategies and recruiting more agents. Not only increasing the profit, but I think that it
will increase the job opportunity in this company.
Task 3: Work-based project
In Smart over Insurance, work assignment is experiencing a complicated time as most of the
workers are underperforming and this comprises on the quality. As the given timeframe is not
met, there is poor communication among workers and moral are low resultant in employee
turnover and resulting in deprived presentation. Thus, motivation is needed for the employees as
they feel better in their task and work optimally. Some of the workers are money-oriented
whereas other employees want recognition and rewards in the workplace. Motivational factors
have a straight affect on the employee output in the workplace. Workers are also excited and
motivated about their roles.
Incentive-based motivation – Incentive is the most motivational factors that may be intended to
make the performance and give confidence the employees to be delivered superiority work.
Workers utilize different types of incentives to enlarge the production. It may come in a variety
of forms like extra bonuses, travel and cash packs (King, 2014).
Rewards and recognition- Most of the workers need recognition from their tasks to deliver
quality. Employee reward system and recognition would recognise the performance of
employees who perform their jobs well. Communal acknowledgment is also a motivational
aspect, which makes the production.
Self-motivation- A number of of the workers are aggravated through experiencing a sense of
achievement and accomplishment to meet the professional and personal objectives. Most of the
workers are self-motivated along with self-disciplined (Bezukladnikov et al., 2014). Rewards
and incentives have little on the employee’s performance who is confident in their capability.