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How do you create a leadership development plan?

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A leadership development plan is a personalized roadmap that helps you identify and enhance your skills, strengths, and goals as a leader. It can help you boost your confidence, performance, and career prospects, as well as align your actions with your organization's vision and values. But how do you create a leadership development plan that works for you? Here are some steps to follow.

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1 Assess your current level

The first step is to assess your current level of leadership competencies and potential gaps. You can use various tools and methods, such as self-assessments, feedback surveys, 360-degree reviews, or coaching sessions, to get a clear picture of your strengths and areas for improvement. You can also compare your skills with the ones required by your role, your team, or your industry.

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Michael Hagley, PCC, PEng

Executive, Team, and Leadership Coach (PCC) and Facilitator ? Focused on developing leaders who are deliberate, intentional and open to their own growth.
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In my experience and in my practice this is a fantastic place to start. I might even say it's a must. What I've seen work very well is using an assessment tool that fits your work context and is likely to give you additional insight that you don't necessarily have now. These tools might also confirm something you already know or suspect about your leadership. Second, I always suggest a "coach-led" 360. Having performed many of these the results are much more digestible for the leader since the coach is actually having a conversation with the person providing the feedback. The process then has the coach abstract themes from the feedback that they share with the leader. This process wraps up with a 1-to-1 debrief with leader and coach.

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2 Define your goals and objectives

The next step is to define your goals and objectives for your leadership development. What do you want to achieve as a leader? How do you want to grow and contribute? What are the specific and measurable outcomes you are aiming for? You can use a framework, such as SMART (Specific, Measurable, Achievable, Relevant, and Time-bound), to set realistic and meaningful goals that align with your personal and professional aspirations.

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Michael Hagley, PCC, PEng

Executive, Team, and Leadership Coach (PCC) and Facilitator ? Focused on developing leaders who are deliberate, intentional and open to their own growth.
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Goals and objectives are definitely the next step in the process. For me it is critical that the leader reflect after assessing their current performance and write their own goals and objectives as a first draft. While this work is being done in the context of work, I always implore my clients to keep the rest of their life in focus. This helps the leader continue to be a "complete person" and take the time to consider what is important outside of work. This can influence 'how' leaders go about achieving the goals and objectives they set. Finally, some of the goals and objectives you set, might be more related to "who" you are being at work. Progress here might be more difficult to measure and equally important to capture!

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3 Choose your strategies and activities

The third step is to choose the strategies and activities that will help you reach your goals and objectives. You can select from a variety of options, such as training courses, mentoring programs, job rotations, project assignments, or volunteer work, depending on your needs, preferences, and resources. You can also seek guidance and support from your manager, mentor, coach, or peers, who can offer you feedback, advice, and encouragement.

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4 Implement and monitor your plan

The fourth step is to implement and monitor your plan. You can create a timeline and a budget for your plan, and track your progress and achievements regularly. You can also review and adjust your plan as needed, based on your results, feedback, or changing circumstances. You can use tools, such as journals, portfolios, or dashboards, to document and reflect on your learning and development.

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5 Evaluate and celebrate your success

The final step is to evaluate and celebrate your success. You can measure and analyze the impact of your plan on your leadership competencies, performance, and outcomes. You can also acknowledge and reward yourself for your efforts, achievements, and growth. You can use methods, such as surveys, tests, or interviews, to collect and compare data before and after your plan. You can also share your success stories and best practices with others.

Creating a leadership development plan is a rewarding and challenging process that can help you unleash your full potential as a leader. By following these steps, you can design and execute a plan that suits your needs, goals, and style, and that supports your organization's mission and vision.

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6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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How do you create a leadership development plan?

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4

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1 Assess your current level

2 Define your goals and objectives

3 Choose your strategies and activities

4 Implement and monitor your plan

5 Evaluate and celebrate your success

6 Here’s what else to consider

Leadership Development Coaching

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How do you create a leadership development plan?

1

2

3

4

5

6

1 Assess your current level

2 Define your goals and objectives

3 Choose your strategies and activities

4 Implement and monitor your plan

5 Evaluate and celebrate your success

6 Here’s what else to consider

Leadership Development Coaching

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感谢您的反馈

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