Individual Development Plans (IDP)

It is that time of year again when people sit down and talk about their personal development plans for the  year. Many people start with good intentions to separate the performance review and IDP discussion, however often they are combined.  I encourage you to take notes in the review and set aside a separate time for the  IDP. This is a simple format that may help you;

• Conducting the meeting off site is optimal. If not somewhere different to your regular meeting location
• Work on a min of one and a maximum of three competencies/skills
• Keep the meeting between 30-45 minutes
• Loosely follow the 70/20/10 rule. Where 70 is on the job training, 20 is within the company and 10 external
• Do your homework on what training is available and what budget you have prior to the meeting
• Review last years IDP and build on it
• I used a simple format – Org chart style – where you had three competencies across the top and then the corresponding action statement and goal. For example Strategic thinking. I will increase my strategic thinking ability through attending an external course. Strategy in Action MBS March 2012
• The more specific you are with the action the greater chance of success. Too often the statements are general and therefore not actioned
• A monthly review of your IDP with your direct manager is very beneficial. Great opportunity  for joint accountability
• Like New Year resolutions, the greater the quality and less quantity, the higher the probability of success