Create A 12 Month Leadership Development Plan

Every leader and high potential should complete a 12 month leadership development plan each year to help guide them through the actions necessary to take their career to the next level. Developing your leadership skills should be a continuous process, one that never ends even when you reach the corner office.

To get started, this blog will discuss the 3 main parts of a successful 12 month development plan and the next blog will give a few examples of a 12 month development plan. By taking the time to understand what goes into a successful development plan, you will be able to create one for yourself that will actually propel you forward in your career.

There are 3 main parts of an effective leadership development plan:

1. OBJECTIVES

These are the main goals or outcomes you want to accomplish with your development plan. It is best to select 3 or 4 main objectives. They are usually the broad, umbrella goals that you are focusing on, such as:

  • Effectively transition leadership development from the external coach to the executive and his/her manager.
  • Specify the critical success factors required to meet the unit/function and position’s goals over the next 12 months.
  • Build a system that identifies multiple sources of feedback and learning required to sustain on-going development. save

2. ELEMENTS

Elements are the key components that create your development plan. They list out specific actions that are necessary to help you accomplish your goals and provide a complete picture of all that’s involved.

  • Unit/Functional vision (one that goes 3-4 years in the future).
  • Outline strategic initiatives for the role and unit, and tie them to the overall strategy.
  • Personal and business goals.
  • Develop plans for each initiative identified.
  • Leadership behaviors to stop, start and continue.
  • Identify leadership strengths to leverage for greater success.
  • Determine barriers or obstacles that need to be addressed.
  • Tie to the executive’s leadership strengths and goals.
  • Outline the key developmental opportunities that require on-going development and the plans to address each one (leadership challenges and opportunities to develop).
  • Get approval and buy-in from his/her manager for the plan.
  • Recruit advocates from team, peers and management to serve as feedback providers and coaches over the course of the year.
  • Determine measures of success.
  • Quarterly check-up dates.

3. ADVOCATES

Advocates are key stakeholders and/or a mentor who can be trusted. They are also motivated to provide on-going feedback and offer suggestions for change to the leader’s plan.

  • Advocates are best at the 360 degree levels: direct reports, peers and managers.
  • Recruit 4-5 advocates who agree to serve as feedback providers over the course of the year for your continued development.
  • Use the FeedForward process to help advocates be most effective.
  • Approach advocates at least quarterly for suggestions and recommendations on improving your leadership effectiveness.

Next week we’ll review some samples of a 12 month leadership development strategic plan so you will be able to create one to help guide you to career success.