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How to Write a Great Individual Development Plan (IDP)

How to Write a Great Individual Development Plan (IDP)

Dan McCarthy

March 12, 2009

4. Assign dates, costs, and who’s responsible for what

The date helps you get specific and keep your commitment. Any costs need to be approved by your manager. While you’ll be responsible for most of your plan, your manager may have s few things he/she commits to doing to support you.

5. Discuss your plan with your manager

Although it’s possible to have your own plan and not involve your manager, it usually helps to get your manager’s feedback, involvement, and support. If for some reason you’d prefer not to do this (say, you work for a jerk, for instance), find a trusted coach or peer to talk it over with. By both of you signing the plan, it’s kind of a symbolic two-way commitment.

6. Implement the plan, follow-up often, and reflect on what you’ve learned

Keep your plan in front of you at all times. Check off those items you complete, you’ll feel a sense of accomplishment. Think about what you did, what you read, what you learned. What were the lessons? What should you incorporate as a permanent part of your repertoire? What should you reject? What did you learn about yourself? It’s often helpful to have a manager, trusted coach or mentor to help you uncover those “V8 moments”.

What’s your experience been with IDPs? Would doing it this way be an improvement? Do you have any other tips to share?

If you’d like to assess the quality of your IDP, see my

Current and new Great Leadership subscribers can email me for a free copy of an IDP template.

For more articles on leadership and leadership development, see Dan’s award winning blog, Great Leadership.

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