THE TALENT DEVELOPMENT CYCLE: Issue- Revision No.

0001
Date Issued: 8/18/04
Creating and Implementing a Supercedes: Initial
Development Plan Page No.: 1 of 3

Guide to Creation and Implementation of a Development Plan

Two Steps to a Successful Plan:

You’ve taken a close look at your skills and identified strengths and areas
that could benefit from development. Now it is time to take that information
to the next level. You can do that by following these two simple steps:
1. Create your development plan.
2. Discuss your development plan with your leader.
Keep in mind that the whole purpose for following these steps is to achieve
your development objectives. One thing you can do to almost guarantee
that will happen is to plan for it. That’s where the first step comes in.
Without a solid, well-thought plan, your development effort might not take
off.

You can also help ensure your effort’s success by securing your leader’s
commitment to your plan. Your leader’s support and encouragement can
play a critical role in your development.

Step1: Create your Individual Development Plan (IDP)

The draft of your Individual Development Plan (IDP) will serve as the
basis for the discussion with your leader. As you draw up your plan using
the IDP Plan form, answer these questions to make sure your plan is as
complete as you can make it:
- Have I considered my learning style or preferences?
- How does this plan fit in with my current workload?
- Is the plan directly related to the organization’s business strategy
and my career goals?
Answering these questions to your satisfaction will give you a strong draft
plan and allow you to better answer any questions your leader may have
about it.

Measurement Tools
Your IDP will only be as strong as the measurement tools you use. The
tracking methods you and your leader choose are the milestones you
need to show that you’ve completed an activity.

Effective measurement tools are specific and measurable. Vague,

undefined measurement tools do not give you the data you need to
gauge your progress.

Refer to these guidelines for creating useful measurement tools:

- Use what you have. Many measurement tools either exist or can
be adapted to your needs. Use what is available. Create new
tools only when there are not any of if existing ones do not
provide the data you need.

528193387.doc Source: SGV-DDI

Taking Charge of your Development
THE TALENT DEVELOPMENT CYCLE: Issue- Revision No. 0001
Date Issued: 8/18/04
Creating and Implementing a Supercedes: Initial
Development Plan Page No.: 2 of 3

- Find an easy one. Avoid time-consuming or cumbersome tools.

Usually the best measurement tool is the simplest one.
- Fit it to the activity. Tailor the tool to the development activity. A
“Steps completed” chart would not be appropriate for a training
program; a certificate of completion would.
- Establish checkpoints. Some objectives can seem overwhelming.
To help make them more acceptable, set up interim checks or
milestones.

Examples of Measurement Tools

Following are some example of common measurement tools:
- Calendars
- Certificate of attendance
- Reports
- Evaluation forms (eg, Performance appraisal)
- Checklists
- Feedback forms such as score cards or customer satisfaction
surveys
- STARs that report how the learning was applied

The measurement tools you and your leader agree to are important part
of the development plan and an integral part of measuring and
monitoring that plan. Failure to include specific measurement tools
could:
- Undermine development before having a chance to work at it.
- Threaten your own commitment to achieving goals.
- Minimize the importance of development and growth on the job.
At the end of the development activity, you need to demonstrate that the
investment of time and energy was worthwhile. For that reason take
your time deciding which measurement tools will be most appropriate.

Step 2. Discuss your IDP with Your Leader

Now that you have outlined the goal and development activities, you
need to enlist your leader in your effort. Meeting with your leader to get
his or her commitment to your plan and to secure the resources you will
need is the next step in your development process. To ensure the
meeting’s success, you need to:
1. Plan for your discussion.
2. Review your IDP and highlight resources that you want
to discuss with your leader.
3. Consider what support and coaching you will want your
leader to provide.
You can use the following as your guide for your discussion with your Leader
to ensure the discussion stays on track. After the discussion, you can review
the form to see what went well and what might need to be covered in a
follow up discussion.

528193387.doc Source: SGV-DDI

Taking Charge of your Development
THE TALENT DEVELOPMENT CYCLE: Issue- Revision No. 0001
Date Issued: 8/18/04
Creating and Implementing a Supercedes: Initial
Development Plan Page No.: 3 of 3

a. Open with “what” and “why.”

i. Describe why you are meeting and why it is important.
ii. Reinforce shared responsibility.
b. Clarify details.
i. Clarify any aspects of the plan that are unclear.
ii. Share any issues or concerns about the plan.
c. Develop ideas.
i. Review each column of the development plan.
ii. Seek input into your plan and finalize it using your Criteria
Checklist.
d. Agree on actions.
Confirm final agreement on all aspects of the plan.
e. Close by checking agreement.
Set follow-up date, if appropriate.

528193387.doc Source: SGV-DDI

Taking Charge of your Development