How To Train & Develop Your Team By Creating An Individual Development Plan (IDP)
Summary
TLDRChandler Bolt discusses the importance of creating Individual Development Plans (IDPs) for team growth in fast-paced companies. He emphasizes the necessity for employees to grow at the same rate as the company to remain relevant in their roles. The video provides a step-by-step guide on how to develop an IDP, including identifying strengths and developmental areas, setting short-term and long-term career goals, and planning supportive activities and training. Bolt encourages leaders to facilitate this process and hold their teams accountable for their growth and development.
Takeaways
- π Growth is a necessity in a fast-growing company, not just a suggestion.
- π± The concept of 'Bloom where you're planted' emphasizes focusing on current role development.
- π An Individual Development Plan (IDP) is a structured approach to guide personal and professional growth.
- π€ Leaders should take accountability for facilitating and guiding the IDP process for their team members.
- π IDPs should include a review of current strengths and developmental areas, informed by past evaluations.
- π― Setting clear, prioritized goals for both current job development and personal career aspirations is crucial.
- π Time-bound action items and a timeline are essential for tracking progress within the IDP.
- ποΈββοΈ Combining developmental activities with supportive training ensures practical application and theoretical learning.
- π Both the employee and manager should sign the IDP to signify a mutual commitment to the development plan.
- π€ Reflective self-assessment and proactive engagement in the IDP process are key for individuals to take ownership of their growth.
Q & A
What is an Individual Development Plan (IDP)?
-An Individual Development Plan (IDP) is a structured approach to help individuals identify their current strengths, developmental areas, and set goals for their professional growth within a specific time frame.
Why is it important to grow at the same rate as a fast-growing company?
-In a fast-growing company, it's crucial to grow at the same rate or risk becoming less qualified for your current role. Growth is expected and is the standard; without it, you may find yourself out of the company.
What role do leaders play in the IDP process?
-Leaders facilitate and help their team members identify how they want to develop and grow. They take accountability for the growth and development process and guide their team through the IDP creation.
How does the IDP template help in personal development?
-The IDP template helps by providing a structured format to assess current job performance, set personal career goals, and outline developmental objectives with supporting activities and training.
What is the significance of linking the IDP to a job scorecard or last evaluation?
-Linking the IDP to a job scorecard or last evaluation provides a benchmark for current performance and helps identify areas for improvement, ensuring that the IDP is aligned with the individual's job performance.
Why is it important to have both activities and training in the IDP?
-Activities provide practical opportunities for individuals to apply and practice new skills, while training offers theoretical knowledge and tools to enhance those skills. Both are essential for comprehensive development.
How does the IDP process help in managing up?
-The IDP process helps in managing up by allowing individuals to reflect on their growth, prepare for discussions with their leaders, and be intentional about their development, which in turn helps leaders support their growth more effectively.
What is the 'bloom where you're planted' concept mentioned in the script?
-The 'bloom where you're planted' concept encourages individuals to focus on excelling in their current roles and positions before looking for the next opportunity, emphasizing the importance of growth within one's present context.
How can personal career goals be integrated into the IDP?
-Personal career goals are integrated into the IDP by discussing short-term and long-term aspirations, and then aligning developmental objectives and activities to help achieve those goals.
What is the significance of having both the individual and the manager sign the IDP?
-Signing the IDP by both the individual and the manager signifies a mutual commitment to the development plan, ensuring that both parties are accountable and invested in the growth process.
How can the IDP process be made more effective?
-The IDP process can be made more effective by starting with open conversations, providing initial guidance, ensuring individuals take time for self-reflection, and holding regular check-ins to track progress and adjust the plan as needed.
Outlines
π Developing Talent with Individual Development Plans (IDPs)
Chandler Bolt discusses the importance of creating Individual Development Plans (IDPs) for team members in a fast-growing company. He emphasizes the necessity for employees to grow at a rate that matches the company's expansion to remain relevant in their roles. The video introduces the concept of being intentional about talent development, suggesting that leaders should take accountability for guiding their team's growth. The IDP is presented as a tool to facilitate this process, with a template provided for viewers to use. The video promises to walk through the IDP template and offer tips on how to effectively implement it within a team.
π Crafting Effective Individual Development Plans
The speaker outlines the process of creating an Individual Development Plan (IDP), starting with a conversation about an employee's current strengths and developmental areas. The IDP template is introduced, which includes sections for personal details, personality types, job scorecards, and evaluations. The focus is on setting both current job development goals and personal career aspirations, both short-term and long-term. The speaker encourages leaders to engage in active discussions with their team members to identify and prioritize these areas. The IDP also includes action items, time frames, and supporting activities or training to help employees grow in their roles.
π€ Maximizing the IDP Process: Accountability and Reflection
Chandler emphasizes the importance of self-reflection and preparation in the IDP process. He suggests that employees should take the initiative to think deeply about their development areas and be prepared for discussions with their leaders. The video highlights the leader's role in challenging and holding team members accountable for their growth. The speaker also encourages connecting professional development goals with personal life improvements to increase motivation. The video concludes with a call to action for viewers to engage with the content by commenting, liking, and subscribing, and to share their thoughts and takeaways from the video.
Mindmap
Keywords
π‘Individual Development Plan (IDP)
π‘Leadership Offsite
π‘Talent Development
π‘Growth Mindset
π‘Intentionality
π‘Accountability
π‘Personality Types
π‘Job Scorecard
π‘Developmental Objectives
π‘Supportive Training
Highlights
Chandler Bolt discusses creating an Individual Development Plan (IDP) for team growth.
Emphasizes the necessity of intentional talent development in fast-growing companies.
Concept of 'grow or out' in a fast-paced work environment.
Leaders need to take accountability for their team's growth and development.
Introduction to the Individual Development Plan template.
Importance of linking IDP to personality types and job evaluations.
The concept of 'bloom where you're planted' in current job development.
Discussion on identifying current strengths and developmental areas.
Prioritizing developmental areas in order of importance.
Action items and time frames for current job development.
Exploration of short-term and long-term career goals.
Developmental objectives and supporting activities for career growth.
The significance of both activities and training for growth.
Advice on how to lead the IDP process effectively.
Encouragement for self-reflection and preparation before IDP discussions.
The role of the leader in facilitating and challenging team members through the IDP process.
The importance of connecting professional growth to personal life for motivation.
Call to action for viewers to engage with the content and share their thoughts.
Transcripts
hey chandler bolt here and in this video
i want to talk about how to train
and develop your team by creating an
individual
development plan also known as an idp
now i was at a leadership off site
recently and the topic came up is like
how do we be intentional or more
intentional about developing
the talent on our team so you know we're
in a fast-growing company a
self-publishing school we've been on the
inc 5000 list
as one of the 5 000 fastest growing
private companies in america
uh the last three years in a row and one
of my favorite concepts that relates to
this i talk about this all the time with
the team
is that when you're at a fast growth
company you have to you know say your
company's growing by 40
a year you have to grow by 40 per year
just to re-qualify for your current
role think about that let that set in
you've got to you've got to grow by 40
or whatever that percentage is for your
company just to re-qualify
for your existing role so growth is is
not just
a hopeful thing it's an expected thing
and
growth is the standard because if you
are not growing you will end up out it's
up or out right like
you're either growing in the company in
your role or
into uh higher level roles or you're
leaving the company
so i think you need to be really
intentional about growing and developing
the people on your team
but this came out at the leadership
offsite we're talking about okay well
how do we do this though like it's one
thing to know
you need to do it you know we have a
training budget that doesn't often get
used or doesn't get used as much as we
want it to so like how do we be more
intentional
about encouraging our team to take time
to develop themselves
and about utilizing the training budget
that we have to train and develop our
team and
at the end of the day it came down to
this he said oh i think the real main
issue
is that we're waiting on them to tell us
how they want to develop
and we need to actively take
accountability for that process
right so we're going to facilitate and
help them land on how they want to and
need to develop and grow
but we need to take accountability as
leaders
to that growth and development and
intentionality around that
that's how we came to and developed the
individual development plan so
someone on my team used this at a
different company we've rolled this out
at our company it's worked
extremely well and i'm going to highly
recommend that you use this
to be intentional about every single
person's development
on your team and in your company all
right so in this video i'm going to walk
through
what is it so i'm going to screen share
and show you kind of the individual
development plan
and walk through that you can just use
this template if you'd like and then i'm
going to share with you some tips and
tricks on how to go through this process
and lead your team through this process
really well all right so here we are
inside the individual development plan
template um this is a template that you
can use and i'm going to recommend that
you
create this for yourself or clone this
or anything like that
but so check this out so this is the
template and then you're going to clone
this for each
person on your team you see this big
note clone this first make a copy before
editing
so here's what this looks like you've
got the name of the person their
position their manager
the date this is basic stuff so far but
then we love personality types of
self-publishing schools so
maybe you use this maybe you don't but
we have the mpti or myers-briggs we've
got colby
we've got disc and the strengths finders
and then also and this is super
important
you're linking up to their job scorecard
their last evaluation
so if if someone's been there a year at
self-publishing school they should have
had an evaluation and if they don't have
an evaluation
then we can set one up or just give them
evaluation type feedback
and then we get the time at the company
all right now you've got the overview of
the idp here are the goals
and this starts this first section is
their current job development all right
now this is super important and i've got
a link to a video here this is a concept
that i'm very passionate about
it's bloom where you're planted so i put
this video right here
um because i want people to remember
this concept is that
you know it's very easy in any company
in any position to look to what's next
right we're always looking towards like
oh man i'm looking to my next thing
and not blooming where we're planted so
that's what i want to remind people is
like it's important that you bloom where
you're planted
and part of that is looking at your
current strengths and looking at your
developmental areas right
now these strengths probably could be
pulled from the eval
or and also these development areas can
be pulled from there
or you can have this via discussion uh
with your manager all right or with your
direct report so this is the first step
is let's have a discussion
around this let's brainstorm and come up
with these things
and then you know maybe they've done
this already or maybe you kind of teased
this out in conversation but we're
brainstorming we'll probably have up to
five to seven of each
and then we want to drill down and put
these in order of importance
per thing all right so we'll kind of
order these in order of importance then
we're getting to action items and time
frame all right
so this is the basic current job
development now let's move to the next
section
which is this is the personal career
development so now we start to look at
hey
and they write this out or they can tell
this to you verbally
is hey what are your short-term career
goals so within two years
and then let's talk long-term career
goals so two to ten years from now
where do you see yourself going and you
might really have to tease this out
because
some kind sometimes people are shy about
this they don't really want to share
their real thoughts like
but say like hey for real for real like
where are you going where do you want to
grow
what does that look like like let's
really paint a picture of that
and then this is kind of the final piece
we get down into developmental
objectives supporting activities
supportive training other activities etc
and then
they sign it and the manager signs it
right so that this is
a creed or commitment to each other and
then for me personally i have
you know other things that help with
this just uh resources and docs that we
use
specific to this so maybe it's how to
choose which book to read next if
there's a book that they want to go
through our internal trainings
you know just a bunch of internal
trainings that i use and that's how we
use this process okay
so there you have it that is the
individual development plan process
i want to cover a couple more tips to
make sure that you maximize this process
and that you can lead this process well
so i mentioned this earlier but often
this starts with a verbal conversation
so you can have them watch this video
maybe before you even have that
conversation that's going to cover a lot
of the basics and a lot of logistics
but maybe you want to start and say hey
let's just talk some of this out maybe
they're an
external processor say hey let's talk
some of this stuff out
let's talk about your current strengths
let's talk about your developmental
areas so you're kind of seeding the
conversation
you're helping them focus and all those
things and so we've had an initial
conversation that's how a lot of the
leaders at self-publishing school like
to do it and then number two
is they're responsible for filling out
the full thing you know some people like
to start there
sometimes that works as well if you have
someone who you know they're a great
leader or
they're highly self-aware or you've had
a lot of feedback and discussion around
this for me
i'll just say hey start by filling this
out and then and then let's talk
so now they're doing the mission
critical kind of information and stuff
up front they filled it out
and then this is where it really becomes
powerful and your role as a leader
really starts
so you're starting to look at these
things what do they come up with at
their
as their current strengths and their
current developmental areas
and this is where you can give feedback
maybe they totally miss the mark and
you've got to say hey
we really need to improve this and
here's a couple things that i see
what do you think about that or maybe
it's it's pretty good but they've got
seven things and you say hey
let's bring this down let's tighten this
up and a lot of times i have people that
will say here are my seven things
what do you think are the most important
right and so that's really helpful
because now we say hey
let's look at these three things and
let's prioritize these three things in
order of importance
both on the strength side of things and
on the developmental area side of things
right so so your job as leader is to
help them tighten up their focus
on current strengths developmental areas
and then really that works down into
here which is
what are the objectives the activities
and the training
all right now this is you know we've
only been through this process
one full time with everyone on the team
at self-publishing school so i'm sure
we'll continue to
update and prove and and kind of build
out this process and everyone
kind of goes up about this a little bit
differently but what i'd really
encourage you to do and this is super
important
so let's say we've got your strengths
we've got your developmental areas
now what you need to do is say hey what
are the activities over the next
30 to 90 days or maybe 90 days to six
months what are the activities where you
can grow in this area so maybe it's
i want to grow as a leader so what are
activities maybe i'm going to have you
lead four meetings
i'm going to have you lead this specific
project like what are the action items
or
or the time frame or you can roll down
in here and put activities
and so what are the stretch assignments
maybe this is job shadowing like list
details and things that you want them to
do and then also
what is the supporting training so
that's really the two-prong approach is
that for each
developmental objective or area that
someone wants to grow you've got
activities and you've got training
and the activities is how they practice
it the activities are how they learn
but then the supporting training is how
they sharpen the saw or how they get
better
so i want to make sure that i've got
both and you want to make sure that they
have both and a lot of times the
activities are the easy part and the
training is the hard part
so then the task is all right i need you
to go out and find a really good
training
that's going to help you grow in xyz
right or what's a book that you can read
what's an online course that you can
take
what's an event that you can go to that
you can grow in that area
so there you have it that's how you go
through the idp or
individual development plan process
yourself
or with your team okay so i hope you
found this helpful and i hope that
you're able to lead this well with your
team but then also
go through this and you know we talk
about managing up go through this
yourself
with your with your leader in mind and
how can i make this process easy
how can i take time how can i make the
time to self-reflect and think on these
things because this isn't just something
that you're going to think about
overnight
like this might be weeks you might be
working on this with your manager over
the course of weeks and i'll tell you as
a leader who's going through this
process with others
what is extremely helpful is when they
take time to think
to stop to reflect they take the time to
actually do it
they do it ahead of time they come
prepared and then we can really have a
discussion about how i can help you grow
how we can help you grow we can be
intentional around that development and
at the end of the day i can't or we
can't
and we can't talking about leaders on
the team we can't care about your
development more than you do
right so you got to care about this you
got to take this seriously
you got to go through this process and
if you're a leader you got to hold your
team and challenge your team and hold
them accountable
to taking this process seriously right
it's super important
take the time to think about it go
through it and at the end of the day
this is going to be an action plan that
will help you develop
and help you grow in your career yes but
also
personally professionally 360 degrees of
your life
will get better if you come up with a
good plan here this kind of a
a pro tip is if you can somehow connect
this to your personal life as well and
say oh if i grow in this area
it's also going to help in my
relationships maybe with my kids with
people that i care about
well then you're going to be even more
motivated to grow in that area all right
so take the time to do this i hope that
you found this helpful scroll below this
video right now comment let me know
what were your thoughts was there
anything confusing here is there
anything that you see that needs to be
improved
what were your biggest takeaways take
two minutes right now especially if
you're on the self-publishing school
team
take two minutes right now scroll below
this video comment on this video
let me know what you think let me know
your takeaways i read and respond to
every single comment so no matter
whether you're on the team or whether
you're not
i'd love to hear your comments and
takeaways on this video
or how do you run this in your company
or with your team i'd love to learn some
tips and tricks on how i can make this
better okay
so scroll below this video right now
seriously take two minutes uh comment on
the video as always click the like
button
and then click the subscribe button so
subscribe to this channel
into the seven figure principles podcast
and i'll see you in the next video
[Music]
thanks
[Music]
you
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