A personal development plan should always be compiled with the help of the given employee, with whom you must discuss individual steps. The resulting plan should thus be a result of negotiations between you (the manager) and the employee.
Identifying the employee's strengths
According to The Balance, you must first of all define the strengths of the given employee. What are they good at, what is their expertise, what can they be proud of? Answers to these questions will help you understand the employee's situation and the skills they can use to develop themselves.
Identification of weaknesses
Write down a list of weaknesses and points that need improvement. You will then focus on these points when putting together the development plan.
Compiling an action plan
Next comes a list of specific action steps that will lead to improvement of the current situation. Plan these development activities point by point, in a completely specific way.
Definition of indicators of subsequent development
Define the desired state, using measurable and specific indicators. Only then will you know if you have reached the defined goals or not.
Defining the time frame
Determine the timeline of all the steps and define a realistic schedule for the plan. Also plan for checkpoints on specific dates when you will look at progress.
Continuous monitoring
Follow the actual plan, completing the steps one by one, and check your progress continuously. Monitor the situation and evaluate whether you are not diverging too much from the given plan. Alternatively, you can make changes to the plan.
-mm-