Most development plans are just training wish lists: "Learn a new framework, attend a tech conference, get a cloud certification." 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. "Learn Rust" tells you what to do, but not why it matters for the engineer or the business.
Effective IDPs start with the person's aspirations, then build development experiences that serve both individual goals (like contributing to a new microservice) 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 technical problems energize you most?"
Listen for the dreams behind their words. Someone saying "I want to work on more complex problems" might dream of becoming a Staff Engineer or a tech lead.
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 for that path?"
This creates development goals that feel personally meaningful, not just professionally required.
