TWO weeks ago, we shared what an individual development plan (IDP) is and its advantages to both the employee and the company they represent.
Due to popular demand and feedback, today I will share some nuggets on how to actually put the IDP into practice.
Executing an IDP requires a structured, collaborative action oriented approach.
Here is how you can execute your own IDP programme:
Set clear development goals
When setting professional goals, you have to be truthful to yourself about your strengths and opportunities for growth.
A self-evaluation has to be done through Myers-Briggs or Strengths Finder testing first before setting goals.
Leverage the SMART methodology which represents: Simple, Measurable, Achievable, Realistic/Relevant and Time-bound.
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There are some people who engage professional mentors and life success coaches to help them in coming up with SMART goals.
The secret sauce is aligning goals with both the individual’s career aspirations with organizational needs.
Simple
Break down objectives into simple bite size tasks so that it will be easier to execute them within a set timeframe.
It is of paramount important to have an accountability partner for the purposes of making sure that timelines are met, but also to help with course correction if there is some pivoting needed in order to achieve the optimal goal.
Measurable
Goals have to be quantifiable, tracked and evaluated using metrics.
This calls for setting specific milestones for goals and evaluating at every stage to see whether progress is being made or not.
Corrective action could be taken if ever there is any deviation from the plan.
Achievable
The goal must not be too difficult to attain within a set time frame although it must be a stretch so as to give a sense of fulfilment when it is achieved.
If the goal is challenging and there is risk of not completing the task, the goal can be broken down to a manageable level.
This will help in simplifying the task to be effectively completed within a set timeframe.
Relevant or realistic
Goals have to reflect aspirations, passion and be able to aid in career path within the organisation.
They have to be relevant to the specifications of the role/job to propel upward mobility.
Ultimately, there is an alignment with the overall objectives of the employee and the larger purpose of the organisation that need to be in equilibrium to make the IDP a success.
Time-bound
A timeframe has to be set at every stage of the goal.
Setting the timeframe or deadline helps with staying focused and on track.
This cultivates a sense of urgency and accountability.
Identify competence gaps and development activities
Competence gaps could be interchangeably termed as skills gap.
Skill gaps or competence gaps could be simply defined as the skills and knowledge that an employee has and the knowledge that they need to effectively carry out their job tasks.
The knowledge gap helps the manager in knowing that there might be a need for development, training and reskilling so that they carry out the task effectively to achieve their personal goal.
Identification of competence gaps helps both the employee and manager bridge the gap by providing some coaching or mentorship on the areas of opportunity.
Stretch assignments or special projects are also a great way in plugging the gaps in knowledge or skillsets.
Cross-training or job-shadowing have also proven to be very effective activities in executing IDPs.
Set timelines and milestones
Timelines help in prioritising tasks and doing tasks following the order of importance.
Create a structure that sets deadlines for all develop activities such as short-term (30-120 days), cross training or job shadowing; and long term (6-12 months) — coaching and mentorship.
Regular scheduled progress review dates are very helpful.
Evaluate and reflect
Evaluate every step and identify if ever there is any need to change the way of carrying out the task and assess any growth in skills or behavioural changes.
Take the time to gather feedback on any performance impact and make sure to celebrate all the goals and milestones that reached completion.
After celebrations, update the IDP with new goals for the phase of development.
- Innocent Hadebe, with 25 years of experience and credentials as a John Maxwell certified business coach, serves as a trusted executive advisor through Innocent Leadership Group (ILG), empowering global leaders to think boldly, lead transformational change, and turn operational complexity into measurable success.
