THE GUIDE
How to write an individual development plan that actually happens
An individual development plan (IDP) is a short agreement between you and someone on your team: where they want to grow, the few skills that matter most, and what both of you will do about it. The best ones fit on one page and are reviewed every month.
Most plans fail because they are a list of courses written once a year. A good plan is mostly real work, with dates, and the person owns it.
The 70-20-10 rule
- About 70% of growth comes from doing: stretch projects, new responsibilities, covering for someone.
- About 20% comes from other people: mentors, shadowing, feedback.
- About 10% comes from courses and reading. Use them to support the work, not replace it.
How to run the conversation
- Ask them to draft it first. Your job is to ask questions and add support.
- Start with strengths. People grow fastest from what they already do well.
- Pick two or three skills, not ten.
- Put a date on every action and a monthly check-in in the calendar now.
- Write down what you will do as their manager. Then do it.
Frequently asked questions
That is normal. Make the direction “get better at this role and try two new things”, and revisit in three months.
Keep them separate. A review looks back and judges; a development plan looks forward and supports. Mixing them makes people cautious.
Once a month in a one-on-one is enough. Update dates and actions, and start a new plan every six to twelve months.
Plans are saved to your account if you sign in. As a guest, your work is kept only while the page is open. Nothing is shared unless you create a link.
