An IDP is a hypothesis, not a wish list
Write an IDP that ties aspiration to evidence and specific development actions.
A development plan should explain how growth will happen, not merely declare that growth is desired. The most common IDP failure is abstraction. People write "be a stronger leader" or "prepare for promotion" because those statements feel directionally correct. They are also too broad to coach and too vague to evaluate. Build the plan around evidence Start with a concrete capability. Then ask what recent work shows the person can already do and what recent work shows the gap. That evidence creates the real starting point. Then design the reps An IDP becomes credible when it names the actual development…
Sign up free — one personalized lesson every day, matched to your role and goals.
Already have an account? Sign in