Most development plans are just training wish lists: "Take leadership course, attend conference, read business book." They sit in drawers, forgotten until next year's review.
Real Individual Development Plans unlock potential by connecting personal aspirations with meaningful growth opportunities.
Engagement Message
What's the difference between taking random courses and purposeful development?
Traditional Individual Development Plans (IDPs) fail because they focus on activities, not outcomes. "Complete project management certification" tells you what to do, not why it matters.
Effective IDPs start with the person's aspirations, then build development experiences that serve both individual goals and business needs.
Engagement Message
How might connecting development to personal dreams change motivation?
Remember your GROW coaching skills? Creating IDPs is coaching in action. Instead of assigning development activities, you collaborate to discover what growth they actually want.
This shifts IDPs from manager-imposed requirements to employee-owned growth journeys.
Engagement Message
When are you more committed to a goal - when you choose it or when it's assigned?
Start IDP conversations with aspiration questions: "Where do you see yourself in two years?" or "What kind of work energizes you most?"
Listen for the dreams behind their words. Someone saying "I want more responsibility" might dream of leading a team or launching new projects.
Engagement Message
What deeper aspirations might hide behind surface-level career statements?
Next, explore the bridge between current reality and future aspirations. "What skills would help you get there?" and "What experiences would be valuable?"
This creates development goals that feel personally meaningful, not just professionally required.
Engagement Message
