CREATING YOUR IDP

Step 5: Implement and Review Your IDP

Keeping you on Target:

Follow the next steps to help you stay on target with your IDP. This provides you with some strategies on how to really
execute your IDP and make progress.

I. Implement – spend just five minutes every day on your IDP

• Make development a routine. Set aside a regular time, such as the beginning or end of each day to act
and reflect on your development priorities and objectives.

• Make your development action steps the first task on your daily to-do- list.

• Link your goals with something you are already doing. Take a moment each day to identify the
development opportunities that are right in front of you.

• Break out of your normal routine. Search for new ways to approach the situation you deal with every
day.

• Learn from your peers. Spend time with the people in your development who have the expertise and
skills you need. Ask them questions.

II. Make your learning more efficient

• Determine your own most effective learning style. Some people learn best by observation, other by
trial and error, by reading, and by defining job experiences and stretch assignments.

• Get involve in a variety of experiences to maximize your development. High-quality learning most often
comes from a wide range of professional and life activities, not just few.

• Experiment and take intelligent risks each day. Seek out “high-voltage” situations, such as projects
that are highly visible or ones that give you an opportunity to work with new people.

III. Deal with obstacles and roadblocks in your development

• Show your development plans and goals to others. This will increase your commitment to attaining
the goals and will involve others in your development. Specifically, ask for support and feedback in the
areas you find toughest to master.

• Keep the development process simple. Complexity can make development feel intimidating rather
than motivational.

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 CREATING YOUR IDP

• Do not shy away from discomfort. Accept that change and development may feel intimidating or
ambiguous at times. Remind yourself the feeling is only temporary.

• Be aware of what happens when your progress begins to slip. Keep track of situations that cause you
difficulty and figure out how to address them.

• Redefine success by separating what you are learning from how you are performing. Ask “what have I
just learned?” rather than “How did I just do?”

• If you feel stuck or unsuccessful, regroup and correct your course. Revisit your learning plan and make
necessary changes in your approach. Review your objectives and actions with others, and seek their
candid feedback and advice.

IV. Reflect on what happens – regularly reflect on what you have learned

• Schedule periodic reviews, such as the beginning of each month or quarter, to think about and
consolidate what you have learned.

• Use major events, such as the completion of a long-term assignment or project, as opportunities to
debrief what went well and what needed improvement.

• Reflect on the midpoint of a large assignment when you still have a chance to make corrections.

• Learn from your successes by examining them and determining exactly what you did to succeed. Then
look for opportunities to transfer your behaviors and skills to other situations.

• Tune in your emotions. Use both positive and negative emotions to motivate you, to draw your
attention to something that needs changing, or to identify areas for future growth.
• Consider keeping a learning log to track and document your lessons and progress.

• The next time you work on a development objective; ask yourself, “What have I learned”? Write down
what you learned, as well as possible ways to apply your learning to other situations.

Reflect on the following questions:

Daily reflection: What will I do each day to consider:
Click to enter text.
o What worked?
o What did not work?
o What do I want to do differently next time?
Other reflection questions:
o Am I challenging myself in my job and
Click to enter text.
outside work?
o Am I requesting or hearing feedback from
others?
o Am I taking any risks?
Consider a journal for reflection

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 CREATING YOUR IDP

V. Seeking Feedback and Support – use the ALERT method

What is in for you?
Ongoing feedback is essential for knowing where you are in your development process and
determining your next steps. You need to make a concerted effort to solicit feedback that is honest,
concrete, and specific to your development objectives.

To make it easier for others to give you the information you need, follow the ALERT method described
below.

Ask for feedback

• Explain what you want and why it is important. Describe your learning goals and the topics you
are interested in.
• For example, say “I want to improve my influencing skills. Would you be willing to observe how
I am doing in this area?”
• Convey sincere interest in other people’s views. Example: “I need your input because working
with you is an important part of my job”.

Listen actively to what people say

• Strive to pursue, understand and accept other’s point of view.

• Create opportunities for people to expand on what they have said. Use open- ended questions
to clarify and probe for examples.
• Resist the urge to argue, explain, or defend yourself.
• Clarify the impact of your behaviors on others. Example: ‘What happens when I do not act
decisively in our meetings?”

Reflect on what you have heard

• Thoughts: How does this fit with your goals and your current view of yourself? What new
information have you heard? Where do you need additional clarifying information?
• Feelings: How do you feel about the conversation? What surprised you?
• Actions: What actions are warranted by the feedback you just received? What are your options?

Take action

• Decide what you want to do next. Plan exactly when and where you will begin.
• Continue to seek feedback to assess your progress.

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