Great Individual Development Plan Writing Steps – Part One
If you are in business, especially are managers, leader or even just a basic level staff, it is important to know about Individual Development Plan (IDP). This is a tool that helps facilitate employee development. IDP is a two-way commitment between an employee and their manager on what they are going to do to grow. While IDP is effective tool to enhance good result of jobs in business, it often used as a way to drive leadership development too. IDPs are visible, tangible evidence that leadership development is taking place that why all business owners like this plans. IDPs can be used as a way to drive accountability for development, and they really do work if the plans are well written and taken seriously. What is great about having IDPs is that they can be monitored and tracked as a measure of progress.
How to write Individual Development Plan (IDP) as well?
1. You must know why IDP is needed. Of course, for doing any jobs, there are some reasons behind. To develop IDPs, there must be some reasons. If there is no reason to improve, or no motivation, then there is no reason to have an IDP. Here are the most common reasons for an IDP;
· You are new in a job and want to get up to speed as fast as possible.
· You are good at what you do, and have no aspirations to move, but you still want to get better.
· You would like to move to a new role, and want to prepare yourself for that new role.
· You are struggling in your job and want to move.
2. Find out what you want to learn or get better at. In order to achieve your goal, identify the three most important competencies: knowledge, skills, and attributes, that you want to work on. These will most likely be the unfamiliar functional areas, if you are new in a role. It may be getting to know your new organization or team. And if you are struggling in a role, these things may have been identified in your performance appraisal, a 360 leadership assessment, or feedback from your manager or a coach. In order to prepare for a new role, the required competencies are things you will need to identify for that new role that you do not have yet.
To develop leadership, having access to a leadership competency model can help you identify the leadership competencies your company has identified as critical for any leader. With IDPs, you can ask your manager for feedback, or ask for a 360 assessment, even assess yourself.
Ask leader the questions to get at what and why will help you to identify the competency, the reason, and the relative importance. As people sometimes struggle to put a “label” on the need, having that competency model helps you do that.
In order to address development needs, strengths can often be enhanced so you will need to identify your strengths.
The next step of how to write great Individual Development Plan will be stated in the part two…
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Tags: aspirations, functional areas, individual development, knowledge skills, leadership assessment, leadership development, level staff, new organization, performance appraisal, tangible evidence