An IDP is not simply a potential career path and this plan alone won’t guarantee results. But when you combine the IDP with your heartfelt commitment, that’s where the power is. An IDP is a two-way commitment between you and your company to empower you to grow, to provide you with new opportunities and challenges. It is a statement that tells you:
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- You are safe here (we are planning your future)
- You belong here (we are envisioning where you can increase your impact for the tribe)
- You matter here (we are co-creating a way for you to shine even more brightly)
This is why an IDP is essential, and also why it’s key for it to be co-created with your leader, and driven forward by you. If IDPs are a new concept to you and your company, this is your opportunity to introduce this concept to your leader.
An IDP is an intrinsic motivator—only a person that wants to grow will want an IDP.
Your leader and company will take your IDP seriously because it’s a written commitment. You will want to move it forward to enjoy the many benefits of personal and professional growth.
An IDP is:
- A written plan that outlines what career goals you want to accomplish and what steps you will take to meet those goals
- A tool you can use to envision, organize, and plan your career
- A tool for creating a personalized plan that best reflects your career aspirations, whether you want to plan for professional development, promotion or both
You are responsible for driving the outcome of the Plan. An IDP should be viewed as your motivation. When you commit to your IDP, you will show your leader that you are deeply committed to growth and the work required to see this plan to fruition.
Ideally, your IDP will be comprised of Professional and Personal Development sections:
Professional Development Portion:
- Identify two or more possible career evolutions that can occur in the coming 1-3 years. Note that they can be up or across the org chart or can include deepening your current role.
- What job skills will be needed?
- What leadership skills will be needed?
- A timeline for acquiring these skills
- A plan, budget, leadership commitment to support the plan
- Next steps and monthly or quarterly check-in on plan progress
- Agreement that the plan will be driven by you, not by your leader
Personal Development Portion:
- Personal growth that you wish to undertake (weight loss, fitness goals, learning new language, stop smoking, etc.)
- Mapping of how this personal growth will benefit the company
- A timeline for acquiring these skills/creating this growth
- A plan, budget, leadership commitment to support the plan
- Next steps and monthly or quarterly check-in on plan progress
- Agreement that the plan will be driven by you, not by your leader
Be sure to determine the frequency of follow-up with your leader to ensure that the objectives of the plan are being attained. I recommend quarterly. Note that your IDP will be updated as needed and as you continue your growth. IDP’s include a lot of important information, but they don’t have to be complicated or intimidating.
Contact us to help you put together an Individual Development Plan strategy for your company.
*Originally seen on Forbes.com
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