The human resources lexicon suggests that the universal definition of IDP is individual development plan, the process whereby leaders and employees engage in career and professional planning conversations designed to promote growth, engagement, retention and results.

But, in too many organizations, IDP also stands for ‘indifferently declining to participate.’

Busy managers and leaders struggle to make the time.

And even when they do, the conversations frequently lack the depth, insight, inspiration, and tactical steps required to go from ideation to action.

They’re frequently ‘check-the-box’ activities done for the purposes of compliance versus connection – lacking heart and meaningful follow-up.

It’s understandable how we’ve come to this point.

To ensure that this critical activity happens, systems and processes have been well-meaningly implemented – leaving overwhelmed leaders with one more to-do on their endless lists.

And, let’s face it… many leaders don’t know what exceptional development planning looks like because they’ve not experienced the receiving end of that conversation.

Finally, because career development has been mistakenly conflated with promotions (in short supply), many managers work hard to avoid conversations that will contribute to frustration and dissatisfaction.

So, how can we transform the IDP from something that people indifferently decline to participate into something that’s inspiring, delightful, and progress-generating?

It all starts with a new mindset, one that recognizes and elevates the partnership between leaders and employees.

Take this quick quiz to conduct your own development mindset check-up.

To what extent do you believe the following? 1=Not at all 7=Strongly

1 Employees own their development and leaders have a keyrole in supporting them. 1 2 3 4 5 6 7
2 The free flow of candid information promotes development relationships and opportunities. 1 2 3 4 5 6 7
3 Sustainable career development is based upon trust. 1 2 3 4 5 6 7
4 Employees, leaders, and the organization have a mutual interest in everyone’s development—we all have a stake in seeing each other grow. 1 2 3 4 5 6 7
5 Career development offers value to employees and the organization. 1 2 3 4 5 6 7
6 Meaningful development can happen anytime and anywhere. 1 2 3 4 5 6 7
7 Ongoing conversation uncovers changing needs and evolving opportunities. 1 2 3 4 5 6 7

Your Total______

These beliefs create a mindset that facilitates meaningful connections, enables conversation, and expands awareness of how development operates.

These beliefs allow for a development partnership between leaders and employees – one that’s satisfying and productive.

  • If you scored 45 or above, you have this development partnership mindset. Use it generously and show others how it’s done.
  • Scores of 40-45 suggest a strong partnership mindset that you can continue to build upon.
  • Scores of 35-39 indicate that you possess some aspects of this mindset that serve you well. And there are some areas that could benefit from further consideration and effort.
  • Scores below 35 offer an opportunity for you to really consider your experience of development, its importance to others, and how you might approach it differently.

Now that you get the idea, let’s dive deeper into the topic.

Benefits of an Individual Development Plan

An effective IDP is more than just a compliance exercise; it’s a pathway to meaningful professional development. The benefits of a well-structured IDP are manifold:

  1. Enhanced Employee Engagement: By involving employees in their development plans, organizations can significantly boost engagement and job satisfaction. This approach makes employees feel valued and understood, leading to a more motivated workforce.
  2. Retention and Loyalty: When employees see a clear path for growth within their organization, they are more likely to stay. A robust IDP demonstrates an organization’s commitment to its employees’ futures, fostering a sense of loyalty and reducing turnover.
  3. Alignment of Individual and Organizational Goals: IDPs help in aligning employees’ personal career goals with the strategic objectives of the organization. This synergy ensures that both parties are working towards a common vision, leading to increased productivity and success.
  4. Development of a Leadership Pipeline: By identifying and nurturing potential leaders through tailored IDPs, organizations can build a strong leadership pipeline, ensuring a steady flow of capable leaders for the future.
  5. Cultural Transformation: A culture that supports continuous learning and development is vital for organizational success. IDPs play a critical role in cultivating such a culture, promoting an environment of ongoing personal and professional growth.

What Goes into an Individual Development Plan?

Crafting an IDP is not about ticking boxes; it’s about delving deep to understand the aspirations, strengths, and potential areas of growth for each employee.

An effective IDP typically includes:

  1. Career Aspirations: Understanding what the employee envisions for their professional future is crucial. This includes short-term and long-term career goals and how they align with the organization’s vision.
  2. Skill Assessment: Identifying the employee’s current skill set and areas where development is required. This helps in customizing the IDP to address specific needs.
  3. Development Opportunities: Pinpointing opportunities for learning and growth within the organization. This could range from training programs to mentorship opportunities.
  4. Performance Metrics: Establishing clear and measurable criteria for assessing progress. This ensures that the IDP is result-oriented and focused on tangible outcomes.
  5. Feedback Mechanisms: Incorporating regular check-ins and feedback sessions to monitor progress and make necessary adjustments to the plan.

5 Steps Guide to Write an Individual Development Plan

Creating an IDP is a dynamic process that requires thoughtful consideration and active participation from both the employee and the leader. Here are the steps to write an effective IDP:

  1. Determine Your Professional Goals: Start by setting clear, achievable professional goals. Reflect on what you want to achieve in your career and how it aligns with your current role and the organization’s objectives.
  2. Define Your Strengths: Identify your areas of strength and expertise. Recognizing what you excel at can provide a foundation for your development plan.
  3. Outline Your Objectives: Detail specific objectives to reach your goals. These should be SMART (Specific, Measurable, Achievable, Relevant, Time-bound) to ensure they are clear and attainable.
  4. Implement Your Plan: Put your plan into action. This might involve undertaking training programs, seeking mentorship, or taking on new responsibilities.
  5. Continue Setting Goals: The journey of professional development is ongoing. Regularly review and update your IDP, setting new goals as you grow and evolve in your role.

Over to You

Effective development planning begins with the right mindset.

But it also requires specific skills to operationalize your beliefs in a way to result in the meaningful development of others.

I had the pleasure of partnering with Berrett-Koehler to develop a free e-guide that addressed this topic.

It explores:

  • The reasons why IDPs so frequently fall short of what’s possible.
  • How transforming the process can deliver the results organizations need, managers strive for, and employees want.
  • Strategies for making the most of this employee touchpoint.
  • Actionable dos and don’t’s the busy leaders can put into practice today.

Download the free e-guide, Ignite Development Potential: The Modern IDP today – and go from ‘indifferently declining to participate’ to ‘inspired, dedicated, and purposeful’ in your individual development planning efforts.