Individual Development Plan

If your Individual Development Plan isn’t within arm’s reach…

Many organizations struggle to create effective Individual Development Plans for key employees.  Addressing multiple, very unique development needs is difficult, time consuming work.  Creating a comprehensive plan takes rigor and commitment. Target and arrow

When decent development plans do get assembled, it’s then frustrating when they don’t get implemented or don’t produce the desired results. 

Dan McCarthy, Director of Executive Development Programs at the Peter T. Paul College of Business and Economics, knows a lot about IDPs.  He has focused his career in leadership development, first at Eastman Kodak, then at PayChex, as an Executive Coach, and now in the classroom. 

UNH faculty and McCarthy designed the open-enrollment program Leadership Certificate Program to run six days and involve multiple supports for the creation of an effective IDP.  The conclusion and climax of the program is participants’ work on a data driven and well-supported plan. 

Program supports include: 

MANAGER:  Before the program begins, participants meet with their managers to set goals.  Involving one’s manager at the beginning of the strategic process of creating an IDP increases its success. 

SUPPORT TEAM:  So does creating a support team.  As a result of the manager meeting, participants work on a manager-assigned “strategic application project” throughout the Leadership Certificate Program.  Work on this stretch assignment exposes participants to a variety of individuals inside and outside of their organization, all of whom can contribute to the IDP.

ASSESSMENT:  Assessment shines light on development needs.  A reliable and accurate method of uncovering development needs is by using a proven 360-degree assessment, like the Emotional and Social Competency (ESCI) that is included in Leadership Certificate Program tuition.  Better yet is the program’s rigorous “assessment center” methodology that incorporates multiple assessments, simulations, and interviews.  When results are gathered and summarized, they become valuable input to a development plan. 

COACHING:  The experience and expertise of a coach working with a leader on development also adds to success.  The Leadership Certificate Program includes two hours of one-on-one coaching, an hour interpreting feedback from the 360-degree evaluation (ESCI), and a second hour on development planning and implementation of the Strategic Application Project. 

The program design makes a demonstrable contribution to reaching leadership goals at an accelerated rate.  Plus, when an employee takes ownership and responsibility of a data-driven IDP, managers, human resources and others often happily contribute their support. 

 

Leadership Certificate Program

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