Individual Development Plan (Page 8 of 30) in pdf

Talent Assessment Summary Form -- Instructions/Definitions

Primary Strengths (list 3-5)

Identify three to five employee strengths in terms of leadership competencies. These should clearly identify the

characteristics that differentiate your leader from others in the organization. Ask yourself: Where has the individual been

most successful and what skills have contributed to his/her success? In what areas does the individual act as a resource

or offer expertise to others? If your leader has completed an external assessment (e.g., EDS, Select International, 360

assessment), their assessment Feedback Report is an ideal source for this information.

Development Needs (list 1-3)

Identify one to three development needs/priorities. These should clearly identify the key strengths that shoud be further

developed or any gaps in behaviors, skills or attributes needed to ensure success at the next level. Ask yourself:

-- Where has the individual been least successful and what additional skills/competencies would have been helpful?

-- What areas of development would be most impactful to the business and the individual?

-- How critical is the skill to the individual, how often will the skill be used, what are the costs involved if the individual does

not possess the skill, what would the benefits be if the individual was able to achieve the desired performance?

-- What does the individual need to start doing or stop doing to be more successful?

-- Once you have determined the development need, does the stated development need describe a change in behavior

rather than a business goal?

-- Is the development objective realistic yet challenging?

If your leader has completed an external assessment (e.g. 360 assessment), their assessment Feedback Report is an

ideal source for this information.

Actions in Next 12 Months (Development Activities)

Identify the key action steps that will be taken to leverage the leader's key strengths or address their

development/opportunity areas. Refer to your employees most current development plan as a start. Activities identified on

this assessment form should be taken from or incorporated into their development plan with specific dates. Effective

development plans follow the 70-20-10 rule for development, where 70% of the activities are on the job assignments, 20%

of activities are from feedback/mentoring/networking, and 10% are courses and/or reading. Activities should be built into

or be a part of the leader's regular routine, not just one time events, to ensure maximum learning.

Updated: 7/2006

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Individual Development Plan Page 8