If you do research on how to create an individual development plan (IDP), you’ll probably notice that the advice you find is typically offered to a leader or manager, helping to develop an IDP for their employee.
They all start with the notion that first, you should know where the business is going and then talk with your employee about the future. Next, it’ll walk you through determining what the person is missing (gap analysis). Finally, it ends with creating a training plan and applying it. You might even find some lists that have a few more steps, but the majority contain at least those steps.
But why wait for your manager to create an Individual Development Plan?
Managers are busy. Sometimes they are lucky to get 1:1 meetings done, let alone helping someone write a plan to develop their career. So our advice? Take your future into your own hands and get started.Read More›