How to create your executive coaching development plan

- One of the tools that I find most helpful when supporting my executive coaching clients is an individual development plan or IDP. We complete the components of this document together and it gives us a starting point and sets expectations. Here are the ways that an individual development plan helps you and your coach determine your path to success. Number one, outlines strengths and areas of opportunities based on where you currently are. This helps you not only focus on what's not working, but to acknowledge what is working. Number two, helps you write out your development goals and desired outcomes. For example, "I am developing X "so that I will get Y as a result." Keep this to at least three items, no more. This way, you can always add more. Number three, list what steps you commit to taking to achieve these outcomes. What developmental or job-related activities will you undertake to develop the skill or behavior? Number four, indicates what the measure of success is. Describe how you will know that you're making progress and the timeline for that progress. For example, what will people observe about you in this change? What type of feedback will you receive? What business outcomes will you achieve? Number five, addresses barriers to these outcomes. Now, this section is very important not only for you, but for your manager. Say for example that an overwhelmed team is part of the challenge. This is something your manager needs to know. One of the things I find most effective about the individual development plan is getting buy-in from your manager or organization. This not only lets them know what you plan to work on with your coach and allows them to share their thoughts, it also makes the manager accountable for supporting your success as well. After all, you're not in this alone.