Creating Individual Development Plans to Aid in Succession Planning Management
Wendy Greeson, Independent Consultant, Innovative Leader with Talent Management, OD and Executive Development Experience
Individual development planning is a critical step in the succession planning process. While many organizations have chosen to use them to develop all employees, individual development plans (IDPs) are only effective when the learner is willing to own their own development. In the simplest of terms, an IDP is a road map which outlines an employee’s short and long-term development goals. It should also clearly articulate the actions the employee will take to accomplish their development goals and how they will know if they have been successful. An organization’s ability to effectively create, implement and oversee IDPs is essential when building leadership bench strength. This means that roles and responsibilities of all those involved need to be outlined and communicated. Without clearly articulating roles and responsibilities and a user-friendly process, it can lead to confusion and frustration for everyone involved.
This presentation will focus on:
• How your culture plays a critical role in the IDP process
• Why not all IDPs are created equal
• How the 70/20/10 model can help crystalize an IDP
• The importance of a high-touch process
• High-tech vs. low-tech and what you need to succeed