An individual development plan (IDP) is a valuable tool for employers to help their employees achieve their professional goals. BONUS: Claim your free template!
Written By: Thomas Griffin Thomas Griffin is a tech entrepreneur, veteran business owner, seasoned investor and a leader of leaders. His software can be found on more than 25 million websites across the world. With more than 15 years of experience owning, buying and growing businesses, he is a trusted authority on a broad range of topics, with expertise in: leadership, personal growth, software development and organizational best practices. Learn more →
Last Modified: August 22, 2024
Do you know where you’re heading in your professional journey?
Like any seasoned traveler, you need a map. And that map is an individual development plan (IDP).
The individual development plan charts the course to your desired career goals. It should align with your values, ambitions and the person you want to be in and out of the office.
As a leader — or a future leader — consider this IDP guide and template as a sort of secret weapon in your path to greatness.
Are you ready to create your ideal IDP? One that resonates with who you are and where you want to be?
An individual development plan (IDP) is a roadmap that outlines where you want to be and how you can use your strengths, skills and potential to get there.
It’s your tool for setting and achieving those small, meaningful goals that build into the bigger picture of who you are as a person, both personally and professionally.
No two plans are the same (nor should they be).
But they all share a common structure, with four key components:
Let’s break them down, and I’ll share some tactics along the way to help you write an actionable plan that you can use to become a truly great leader.
Your career goals should align not only with who you are right now but also who you want to become.
Be ambitious. Reach for a future that feels outside of your comfort zone. After all, that’s where the real growth happens.
If you’re uncertain about your goals, don’t worry. Start by asking yourself a few questions:
These questions give you a foundation for setting meaningful goals.
When the ideas start to flow, consider using the S.M.A.R.T. model to make some sense of them.
Your goals should be:
Start small and work your way up from there.
Each little victory is a vote for the person you are becoming, and those little victories snowball into something great if you remain consistent and focused.
You have unique strengths and talents that make you an asset.
And if you’re not quite sure what they are, that’s okay.
Part of personal growth is learning to recognize and build on your own strengths, even if they don’t seem “traditional.”
With that in mind, think about these questions:
Listing your strengths (no matter how small or large) helps you understand where you can make the most significant impact.
Acknowledging areas of growth isn’t a sign of weakness.
It’s a testament of your commitment to achieving excellence.
This portion of the IDP can be uncomfortable, but remember, true growth comes from deep introspection (daily journaling can be helpful with this).
Here are some excellent reflective questions to ask yourself:
These questions help you identify areas of growth and visualize your “best” self. Being clear on those two things enables you to create an action plan that gets you there.
James Clear, the author of Atomic Habits, says, “Goals are good for setting a direction, but systems are best for making progress.”
The action plan is the system that helps you accomplish your goals.
Here’s an outline for an action plan that works:
Define your objectives: This is your “why.” What are you looking to achieve? These objectives should be closely tied to your career goals and areas for growth.
Outline your tasks: Now it’s time to look at the “how.” How will you achieve these objectives? Break down the steps, tools or support you need to complete your objective.
Set success criteria: The success criteria are your “what.” What will it look like when you’ve successfully achieved your objectives? This is how you measure progress, and it’s important because it helps you stay on course.
Establish a time frame: Finally, the “when.” When do you aim to accomplish each task and ultimately meet your objectives? Be realistic yet ambitious with your time frames. Giving yourself deadlines creates a sense of urgency and keeps you motivated.
The beauty of this system is its simplicity and clarity.
You know what you’re working toward, how you’re going to get there, what success looks like and when you plan to reach your goal.
This is how you turn direction into progress.
Now that the gears are turning, let’s put everything together.
I’ve created an IDP template that combines everything we’ve covered so far.
The template includes a few sections:
Once you’ve filled out the template, keep it somewhere visible so it stays top of mind. Tape it to your desk. Attach it to your computer monitor. Place it on your bathroom mirror.
It can be daunting to create an IDP from scratch, so I’ve uploaded my own to give you some ideas.
Committing to growth is difficult, but with a clear roadmap for success, you’ll find it’s easier to take steps than you realize.
And here’s a bonus…
Once you start walking down your own path to growth and fulfillment, you can share this template with your team and spread the culture of growth within your organization.
Lack of career development is the #1 reason people quit their jobs.
No one wants to feel like they’re stuck on a treadmill with no forward progress or direction.
But you have the power to change that.
Here’s how you can implement IDPs within your team:
Introduce the concept: Launch the idea in a team meeting. It could be an all-hands or a video call. The important part? Make it interactive. Explain the “why,” answer questions and spark enthusiasm.
Schedule one-on-ones: Follow up with individual meetings. Offer guidance, and help each team member start plotting their path. This is a chance to understand each person’s ambitions and potential growth areas more deeply.
Lead by example: Share your IDP with the team and demonstrate your own commitment to growth and excellence. This encourages a culture of ongoing improvement and reinforces that you’re in this together.
The result? An empowered team, an invigorated work environment and a culture that values progress — all thanks to the power of IDPs.
To your pursuit of growth,
Thomas
At Awesome Motive, the pursuit of excellence is what fuels us. We don’t just aim to reach our goals — we strive to exceed them and redefine what’s possible. If you’re someone who isn’t satisfied with “good enough”, discover some of the awesome careers we have available right now.
Written By: Thomas GriffinHello! I'm Thomas, and I'm a tech entrepreneur, veteran business owner, seasoned investor and a leader of leaders. My software powers organizational success for more than 25 million websites across the globe, and my content is read by thousands each month.
Download my free ebook
5 Surprisingly Simple Qualities of Today's Exceptional Leader
Great leaders share common traits that separate them from the pack. Download your copy of my signature ebook absolutely FREE when you enter your name and email address below.
