Development plans

What is it?

Leadership development plans are structured frameworks that align individual leadership growth with organizational needs and personal career aspirations. These plans translate potential into targeted action, focusing on specific competencies, experiences, and measurable outcomes. Effective plans balance immediate performance improvement with long-term leadership capability building.

How might you develop it?

Essential Components: Development plans must include clear assessment of current capabilities, specific development goals, concrete action steps, and measurable success indicators. The most effective plans integrate formal learning, challenging assignments, coaching relationships, and reflective practice. Research shows that successful plans allocate development activities in a 70-20-10 ratio: experiential learning, relationship-based learning, and formal training respectively.

Assessment and Insight: Strong development plans begin with robust assessment through 360-degree feedback, psychometric tools, and performance data. Leaders need clear insight into their strengths, growth areas, and potential derailers. This foundation enables targeted development that addresses both organizational needs and personal aspirations.

Implementation Framework: Successful execution requires clear timelines, resource allocation, and accountability mechanisms. Plans should include quarterly review points, specific success metrics, and regular feedback loops. Development activities must be integrated into daily work rather than treated as separate events, ensuring continuous learning and application.

Stakeholder Engagement: Key stakeholders, including direct managers, mentors, and HR partners, must actively support the development process. Regular check-ins, feedback sessions, and progress reviews maintain momentum and engagement. The leader's manager plays a crucial role in creating opportunities for application and learning.

Measuring Progress: Development plans require both leading and lagging indicators of progress. Leading indicators might include behavior change observations and new skill application, while lagging indicators focus on business impact and career advancement. Regular assessment helps adjust plans based on progress and changing needs.

Organization Integration: Development plans should align with organizational succession planning, talent reviews, and strategic capabilities needed for future success. Organizations must provide resources, opportunities, and support systems that enable development plan execution.

Common Pitfalls: Development plans often fail due to lack of specificity, insufficient follow-through, or disconnection from real work challenges. Plans must avoid being overly ambitious, purely academic, or disconnected from business reality. Regular review and adjustment helps maintain relevance and momentum.

Comprehensive Reference List:

Essential Books:

  1. "The Leadership Machine" by Michael M. Lombardo and Robert W. Eichinger

  2. "Leaders at All Levels" by Ram Charan

  3. "The Art and Science of 360 Degree Feedback" by Richard Lepsinger

  4. "Experience-Driven Leader Development" by Cynthia D. McCauley

  5. "Developmental Assignments: Creating Learning Experiences Without Changing Jobs" by Cynthia D. McCauley

Notable Podcasts:

  1. "Talent Development Hot Seat" with Andy Storch

  2. "Learning Leader Show" with Ryan Hawk

  3. "HR Leaders" with Chris Rainey (leadership development episodes)

  4. "The Development Exponent" by Talent Development Resources