Effective organizations don’t attribute their success to the homogeneity of their workforces. Thriving companies realize that their greatest assets are impassioned employees, working as much for their own personal development as for the company’s bottom line. Greatness is achieved through the collaboration of unique talents and visions, and realized through the alignment of an organization’s goals and that of the individual.
This symbiotic reliance defines the importance of an Individual Development Plan (IDP).
IDPs represent a learning path for the employee, and a commitment to that path on behalf of management and the organization. IDPs are not designed in a vacuum, nor should they signify unhappiness on the part of the individual regarding his or her current roles and responsibilities.
A desire to expand a knowledge and skill set should always be encouraged, and a development plan should, to some extent, be a collaborative effort between an employee and manager.
IDPs confirm an individual’s commitment to an organization, establish a vision for the future, and focus on the specifics of a learning and development path.
Whether embarking on a design of your own, or working with someone as they develop theirs, here are a few components to consider when starting an Individual Development Plan: