Often derided, the personal development plan (PDP) is an integral and valuable part of the performance management process. In some industries it is a requirement to have and evidenced and Continuous Development Plan (CDP) or Continuous Prefessional Development (CPD) plan.
If our team are not skilled and competent then how can we expect them to contribute to the business objectives? In sport there is no way a team will be able to (consistently) perform at their best if they have not trained, developed or practiced. (Of course it does help having the best players on your team from the start!)
Below is an example of the topics on a PDP.
We can over complicate the PDP. It is quite a logistically simple document really, especially when you consider the two main questions behind it.
What is the gap in the individual’s performance?
What specific activities will help close the gap?
From here we simply populate the plan with specific development activities. It is vital that these come from the individual rather than the manager, the manager should coach/mentor, rather than tell. Consideration to learning styles of the individual is very important too, as we all learn differently. Timescales and objectives help to ensure a focussed plan.
Development plan options
Examples of development options available are found below. This is list is never going to be exhaustive, it highlights examples of ways to close the gap. Individual specific needs have to be considered, as do learning style preferences.