How do you create a professional development plan from feedback and learning in your relationships?

1 Identify your goals and gaps

The first step to create a professional development plan is to identify your goals and gaps. What are you trying to achieve in your career, and what skills, knowledge, or behaviors do you need to improve or acquire? You can use various tools, such as self-assessments, performance reviews, or competency frameworks, to help you define your goals and gaps. However, you should also seek feedback from your relationships, such as your manager, peers, mentors, or customers. They can provide you with a different perspective, point out your strengths and weaknesses, and suggest areas of improvement or opportunity.

2 Prioritize your learning needs

The next step is to prioritize your learning needs based on your goals and gaps. You may have many areas that you want to work on, but you cannot do everything at once. You need to focus on the most important and urgent ones, and consider the impact, feasibility, and relevance of each learning need. You can use a simple matrix, such as the Eisenhower matrix, to help you prioritize your learning needs into four categories: do, decide, delegate, or delete. You can also consult your relationships, especially your manager or mentor, to help you align your priorities with your role, expectations, and career path.

3 Choose your learning methods and resources

The third step is to choose your learning methods and resources that suit your learning needs, preferences, and style. There are many ways to learn and develop professionally, such as formal training, online courses, books, podcasts, webinars, coaching, mentoring, shadowing, networking, or volunteering. You can use a mix of different methods and resources to create a diverse and engaging learning experience. You can also leverage your relationships, such as your peers, mentors, or experts, to help you find, access, or recommend relevant and quality learning methods and resources.

4 Set your learning objectives and actions

The fourth step is to set your learning objectives and actions that will guide your learning process and outcomes. You need to have clear and specific objectives that state what you want to learn, why you want to learn it, and how you will measure your progress and success. You also need to have concrete and realistic actions that state what you will do, when you will do it, and how you will do it. You can use the SMART framework, which stands for specific, measurable, achievable, relevant, and time-bound, to help you set your learning objectives and actions. You can also involve your relationships, such as your manager, mentor, or coach, to help you review, refine, or support your learning objectives and actions.

5 Implement your learning plan

The fifth step is to implement your learning plan by following your learning objectives and actions. You need to commit to your learning plan and make time and space for it. You also need to be flexible and adaptable, as you may encounter challenges, changes, or new opportunities along the way. You can use various tools, such as calendars, reminders, checklists, or apps, to help you organize, track, or manage your learning plan. You can also rely on your relationships, such as your peers, mentors, or accountability partners, to help you motivate, encourage, or challenge yourself.

6 Evaluate and update your learning plan

The final step is to evaluate and update your learning plan by assessing your learning outcomes and feedback. You need to measure your learning outcomes against your learning objectives and see if you have achieved what you wanted to learn. You also need to collect feedback from yourself and your relationships, such as your manager, peers, customers, or mentors. They can provide you with constructive and honest feedback on your performance, improvement, or impact. You can use various tools, such as surveys, tests, portfolios, or feedback forms, to help you collect and analyze feedback. You can also use your feedback and learning to update your learning plan and set new goals and gaps.

7 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?