Professional
Training
Goals
1 / 9
1.
Skills
Inventory
The
seven
competency
areas
below
form
the
foundation
of
the
plan
.
Every
training
goal
in
Section
2
maps
back
to
at
least
one
skill
in
this
inventory
,
and
each
skill
is
written
so
it
can
be
observed
,
practised
and
evidenced
rather
than
only
described
.
LEADERSHIP
&
PEOPLE
MANAGEMENT
COMMUNICATION
&
INFLUENCE
DATA
&
ANALYTICS
TECHNICAL
&
DIGITAL
FLUENCY
PROJECT
&
PROCESS
COMMERCIAL
&
CLIENT
-
FACING
Coaching
and
developmental
feedback
Delegation
and
workload
design
Performance
reviews
and
goal
setting
Handling
difficult
conversations
Structured
interviewing
and
hiring
Conflict
resolution
and
mediation
Leading
teams
through
change
Executive
-
level
written
communication
Presentation
and
public
speaking
Active
listening
and
summarising
Negotiation
and
persuasion
Cross
-
functional
influence
without
authority
Storytelling
with
data
Facilitating
meetings
that
end
in
decisions
SQL
querying
and
data
modelling
Dashboard
and
report
design
Descriptive
statistics
and
cohort
analysis
A
/
B
testing
and
experiment
design
Forecasting
and
variance
analysis
Translating
analysis
into
recommendations
Cloud
fundamentals
(
AWS
,
Azure
,
GCP
)
API
and
system
integration
concepts
Python
scripting
for
automation
AI
and
LLM
assistant
workflows
Cyber
-
security
and
data
-
handling
awareness
Version
control
and
documentation
practice
Agile
delivery
and
Scrum
practice
Project
scoping
and
estimation
Risk
and
issue
management
Stakeholder
mapping
and
engagement
Process
documentation
and
SOP
writing
Resource
and
capacity
planning
Consultative
discovery
and
needs
analysis
Pricing
and
contract
fundamentals
Client
relationship
management
Market
and
competitor
research
Budget
ownership
and
cost
control
Business
case
development
2 / 9
PERSONAL
EFFECTIVENESS
Prioritisation
and
time
management
Deep
work
and
focus
habits
Resilience
and
burnout
prevention
Giving
and
receiving
feedback
Mentoring
and
knowledge
sharing
Continuous
learning
discipline
3 / 9
2.
Professional
Training
Goals
Ten
goals
for
the
2026
cycle
,
each
with
a
stated
reason
,
the
skills
it
develops
,
a
measurable
success
test
,
a
timeframe
and
a
delivery
format
.
Priorities
are
set
so
that
no
more
than
three
goals
run
at
full
intensity
in
the
same
quarter
.
01
Lead
a
complete
performance
cycle
for
a
team
of
six
to
ten
people
HIG H
PRIORIT Y
Owning
a
full
review
cycle
end
to
end
—
goal
setting
,
mid
-
year
check
-
in
,
written
review
and
calibration
—
is
the
clearest
evidence
of
readiness
for
a
senior
management
role
.
The
goal
is
to
run
the
process
,
not
to
observe
it
.
TARGET
SKILLS
Coaching
and
developmental
feedback
·
Performance
reviews
and
goal
setting
·
Difficult
conversations
SUCCESS
MEASURE
Two
review
cycles
completed
on
schedule
,
with
at
least
90%
of
direct
reports
confirming
they
understand
expectations
and
next
steps
in
the
post
-
cycle
pulse
survey
.
T IMEFRAME
Q
1–
Q
2 2026 · 30
learning
hours
DELIVERY
Manager
-
led
coaching
,
one
external
performance
-
management
workshop
,
plus
on
-
the
-
job
practice
with
written
review
templates
.
02
Deliver
a
board
-
ready
data
narrative
from
raw
analysis
to
recommendation
HIG H
PRIORIT Y
Analysis
that
stays
in
a
spreadsheet
changes
nothing
.
This
goal
builds
the
ability
to
compress
a
quarter
of
data
into
a
short
narrative
that
names
the
decision
,
the
evidence
and
the
trade
-
offs
.
TARGET
SKILLS
Storytelling
with
data
·
Dashboard
and
report
design
·
Executive
-
level
written
communication
SUCCESS
MEASURE
One
quarterly
business
review
presentation
delivered
end
to
end
,
scored
at
4
or
above
out
of
5
on
structure
and
clarity
by
two
independent
reviewers
.
T IMEFRAME
Q
2 2026 · 20
learning
hours
DELIVERY
Mentorship
with
a
senior
analyst
,
two
recorded
practice
run
-
throughs
,
and
a
written
narrative
template
adopted
for
future
reviews
.
4 / 9
03
Reach
working
proficiency
in
SQL
and
self
-
serve
reporting
HIG H
PRIORIT Y
Reducing
dependence
on
the
analytics
team
removes
the
biggest
bottleneck
in
weekly
decision
-
making
and
makes
every
other
data
goal
in
this
plan
achievable
.
TARGET
SKILLS
SQL
querying
and
data
modelling
·
Dashboard
and
report
design
·
Translating
analysis
into
recommendations
SUCCESS
MEASURE
Ten
production
queries
shipped
without
review
support
,
plus
one
team
dashboard
in
active
weekly
use
by
at
least
five
colleagues
.
T IMEFRAME
Q
1–
Q
3 2026 · 45
learning
hours
DELIVERY
Structured
online
course
(
module
-
based
),
weekly
one
-
hour
practice
block
,
and
a
peer
review
at
the
end
of
each
module
.
04
Facilitate
cross
-
functional
workshops
that
end
in
decisions
,
not
open
threads
HIG H
PRIORIT Y
Workshops
are
where
most
cross
-
team
friction
either
resolves
or
hardens
.
This
goal
builds
the
facilitation
discipline
to
define
the
decision
,
surface
disagreement
and
close
with
named
owners
.
TARGET
SKILLS
Facilitating
meetings
that
end
in
decisions
·
Active
listening
and
summarising
·
Stakeholder
mapping
and
engagement
SUCCESS
MEASURE
Four
workshops
facilitated
;
at
least
80%
of
attendees
agree
in
the
follow
-
up
survey
that
a
decision
was
reached
and
owners
were
assigned
.
T IMEFRAME
Q
2–
Q
4 2026 · 24
learning
hours
DELIVERY
Half
-
day
facilitation
workshop
,
a
reusable
agenda
and
decision
-
log
template
,
and
post
-
session
retrospectives
with
a
peer
facilitator
.
05
Build
responsible
AI
-
assisted
workflows
for
the
team
MEDIUM
PRIORIT Y
The
value
is
not
in
using
AI
tools
personally
but
in
documenting
repeatable
workflows
that
colleagues
can
adopt
safely
,
within
the
organisation
'
s
data
-
handling
and
confidentiality
rules
.
TARGET
SKILLS
AI
and
LLM
assistant
workflows
·
Process
documentation
and
SOP
writing
·
Cyber
-
security
and
data
-
handling
awareness
SUCCESS
MEASURE
Two
documented
workflows
approved
by
information
security
,
adopted
by
at
least
60%
of
the
team
,
with
zero
policy
or
data
-
handling
incidents
.
T IMEFRAME
Q
3 2026 · 18
learning
hours
DELIVERY
Internal
AI
governance
briefing
,
self
-
directed
tool
certification
,
and
written
SOPs
reviewed
by
the
compliance
lead
.
5 / 9
06
Run
structured
client
discovery
and
lead
a
contract
renewal
conversation
MEDIUM
PRIORIT Y
Commercial
confidence
is
the
gap
between
delivering
the
work
and
owning
the
relationship
.
This
goal
moves
that
responsibility
in
-
house
rather
than
passing
negotiation
to
account
management
.
TARGET
SKILLS
Consultative
discovery
and
needs
analysis
·
Negotiation
and
persuasion
·
Pricing
and
contract
fundamentals
SUCCESS
MEASURE
Three
discovery
sessions
and
one
renewal
negotiation
led
independently
,
with
agreed
terms
approved
by
legal
on
the
first
submission
.
T IMEFRAME
Q
3–
Q
4 2026 · 22
learning
hours
DELIVERY
Shadowing
two
senior
renewals
,
a
negotiation
skills
course
,
and
a
discovery
question
framework
reviewed
after
each
session
.
07
Earn
a
recognised
project
management
credential
MEDIUM
PRIORIT Y
A
formal
credential
gives
shared
vocabulary
with
delivery
partners
and
clients
,
and
forces
systematic
coverage
of
risk
,
cost
and
stakeholder
management
rather
than
learning
by
improvisation
.
TARGET
SKILLS
Project
scoping
and
estimation
·
Risk
and
issue
management
·
Resource
and
capacity
planning
SUCCESS
MEASURE
Certification
examination
passed
by
end
of
Q
4,
plus
two
tools
from
the
syllabus
—
a
risk
register
and
a
stakeholder
map
—
applied
on
live
projects
.
T IMEFRAME
Q
2–
Q
4 2026 · 60
learning
hours
DELIVERY
Accredited
course
with
35
contact
hours
,
weekly
study
block
,
practice
examinations
,
and
study
-
group
check
-
ins
.
08
Present
confidently
to
director
-
level
and
executive
audiences
MEDIUM
PRIORIT Y
Technical
accuracy
is
already
established
;
the
development
need
is
pacing
,
brevity
and
handling
unscripted
questions
without
losing
the
thread
of
the
argument
.
TARGET
SKILLS
Presentation
and
public
speaking
·
Executive
-
level
written
communication
·
Storytelling
with
data
SUCCESS
MEASURE
Three
presentations
delivered
to
director
-
level
or
above
audiences
,
with
an
average
audience
feedback
score
of
4.2
out
of
5.
T IMEFRAME
Q
1–
Q
4 2026 · 12
learning
hours
DELIVERY
Presentation
skills
workshop
,
recorded
rehearsals
with
written
feedback
,
and
a
question
-
handling
drill
before
each
session
.
6 / 9
09
Own
a
budget
line
and
defend
a
costed
business
case
MEDIUM
PRIORIT Y
Financial
ownership
is
the
standard
entry
requirement
for
the
next
level
of
responsibility
.
Building
and
defending
a
case
—
including
its
risks
and
alternatives
—
is
the
practical
test
.
TARGET
SKILLS
Budget
ownership
and
cost
control
·
Business
case
development
·
Forecasting
and
variance
analysis
SUCCESS
MEASURE
One
costed
business
case
presented
to
the
approval
forum
and
either
approved
or
formally
decided
within
the
quarter
,
with
variance
tracked
for
two
months
afterwards
.
T IMEFRAME
Q
4 2026 · 16
learning
hours
DELIVERY
Finance
partner
coaching
,
a
reviewed
financial
model
,
and
a
dry
run
with
the
department
head
before
the
approval
meeting
.
10
Mentor
two
colleagues
through
their
own
development
plans
MEDIUM
PRIORIT Y
Teaching
a
skill
is
the
fastest
way
to
consolidate
it
,
and
structured
mentoring
builds
the
coaching
habit
that
underpins
the
leadership
goals
above
.
TARGET
SKILLS
Mentoring
and
knowledge
sharing
·
Coaching
and
developmental
feedback
·
Giving
and
receiving
feedback
SUCCESS
MEASURE
Twelve
monthly
one
-
to
-
one
sessions
completed
with
two
mentees
,
both
reporting
measurable
progress
against
their
own
goals
at
mid
-
year
and
year
-
end
reviews
.
T IMEFRAME
Q
1–
Q
4 2026 · 14
learning
hours
DELIVERY
Mentoring
skills
briefing
,
a
shared
session
template
,
and
quarterly
reflection
notes
reviewed
with
the
line
manager
.
Recommended
sequence
:
start
with
goals
03 (
SQL
and
self
-
serve
reporting
)
and
01 (
performance
cycle
)
in
the
first
quarter
,
because
both
create
the
evidence
base
and
the
time
savings
that
the
remaining
goals
depend
on
.
Goals
07
and
09
are
deliberately
placed
late
in
the
year
,
once
reporting
and
facilitation
habits
are
established
.
7 / 9
3.
Twelve
-
Month
Delivery
Plan
Total
commitment
is
approximately
261
learning
hours
across
the
year
—
an
average
of
five
hours
per
week
,
protected
in
the
calendar
as
two
fixed
sessions
and
one
study
block
.
GO AL
PRIMARY
SKILL
AREA
PRIO RIT Y
Q UART ER
HO URS
01 ·
Performance
cycle
ownership
Leadership
&
People
Management
High
Q
1–
Q
2
30
02 ·
Board
-
ready
data
narrative
Data
&
Analytics
High
Q
2
20
03 ·
SQL
and
self
-
serve
reporting
Data
&
Analytics
High
Q
1–
Q
3
45
04 ·
Decision
-
ending
workshops
Communication
&
Influence
High
Q
2–
Q
4
24
05 ·
AI
-
assisted
workflows
Technical
&
Digital
Fluency
Medium
Q
3
18
06 ·
Client
discovery
and
renewal
Commercial
&
Client
-
Facing
Medium
Q
3–
Q
4
22
07 ·
Project
management
credential
Project
&
Process
Medium
Q
2–
Q
4
60
08 ·
Executive
presentations
Communication
&
Influence
Medium
Q
1–
Q
4
12
09 ·
Budget
and
business
case
Commercial
&
Client
-
Facing
Medium
Q
4
16
10 ·
Mentoring
two
colleagues
Personal
Effectiveness
Medium
Q
1–
Q
4
14
Total
learning
hours
Seven
competency
areas
4
high
· 6
medium
Jan
–
Dec
2026
261
8 / 9
4.
How
Progress
Is
Measured
Each
goal
has
a
success
test
that
can
be
checked
by
someone
other
than
the
learner
.
Progress
is
reviewed
on
a
fixed
cadence
rather
than
at
year
end
.
MONT HLY
Thirty
-
minute
review
of
logged
hours
,
evidence
added
to
the
development
portfolio
,
and
any
goal
re
-
scoped
if
the
timeframe
has
slipped
.
QUART ERLY
Structured
check
-
in
with
the
line
manager
against
the
success
measure
for
each
active
goal
;
priority
level
adjusted
if
business
needs
change
.
MID
-
YEAR
Skills
inventory
re
-
scored
on
a
1–5
confidence
scale
,
with
the
largest
gaps
carried
into
the
second
-
half
plan
.
YEAR
END
Evidence
portfolio
reviewed
—
completed
certifications
,
shipped
dashboards
,
facilitated
sessions
,
mentee
outcomes
—
and
next
-
year
goals
drafted
from
the
results
.
ONGOING
Feedback
from
two
peers
and
one
direct
report
collected
twice
a
year
to
test
whether
the
new
skills
are
visible
in
day
-
to
-
day
work
.
9 / 9
