Note: This blog post was originally published in October 2023, and has been updated in September 2024 to provide the most accurate and comprehensive information.
Every leader aspires to have a team of employees committed to enhancing their on-the-job skills, achieving career growth, and ultimately succeeding both personally and professionally. But how can this multifaceted aspiration be realised effectively? The answer lies in crafting an all-encompassing professional development plan or PDP.
In this blog, we explore the significance of professional development plans in fostering team growth, delve into various employee development plan types, guide you through creating a professional development plan template, and illustrate how Whole Brain® Thinking can be a catalyst for success. We’ll also provide a free professional development template and PDP plan example that you can download and make your own.
Understanding types of employee development plans
When it comes to professional growth, one size doesn’t fit all. That’s why there are various types of employee development plans designed to address different goals, career stages, and learning preferences. Whether your team is aiming for leadership, seeking to develop specific skills, or preparing for a career transition, understanding the different types of employee development plans can help you choose the right approach.
In this section, we’ll break down the key types of employee development plans to give you a clearer picture of how each can support your teams’ unique career journeys.
1. Professional development plans
Professional development plans (PDPs) revolve around equipping employees with skills and knowledge pertinent to their workplace. These plans extend beyond career goals and can benefit those seeking a career change or entering the workforce. They typically involve on-the-job training, classroom instruction, mentoring, coaching, project assignments, or job shadowing.
2. Career development plans
Career development plans focus on honing specific skills and acquiring knowledge to achieve career objectives. They encompass short and long-term goals aimed at gaining the expertise needed for career advancement and future roles. Self-assessments can help individuals identify suitable career options within the organisation.
3. Individual/personal development plans
Individual development plans empower individuals to pursue personal goals, even if unrelated to their current career. These plans encompass various life aspects, including mental and physical well-being. Goals may include fostering a positive mindset, improving fitness, or embracing new life challenges.
4. Leadership development plans
Leadership development plans cater to high-potential employees aspiring to become leaders. They concentrate on strategic thinking, effective communication, conflict management, team building, and other essential competencies required for leadership roles.
Want to learn more about how you can accelerate your development to become a high potential leader? Download our free whitepaper.
The importance of professional development plans
Taking the time to create an employee development plan is vital for cultivating a successful team. They provide a roadmap for employees to progress towards their professional goals, enable proactive skills development, and shift the focus from managers setting the direction to individuals taking ownership of their growth. Collaboratively developed plans align with performance conversations and foster continuous improvement.
But employee development plans aren’t just for employees. They’re a win-win for both the workforce and the organisation. By fostering skill development, engagement, and leadership, these plans help drive a business’s long-term success.
Here are a few other benefits of professional development planning.
- Enhanced skill sets: Employee development plans are designed to identify and close skill gaps, ensuring that employees are equipped with the knowledge and abilities needed to excel in their roles.
- Increased employee retention and reduced turnover: Employees who feel that their growth is valued are more likely to stay with a company. Development plans demonstrate an organisation’s commitment to its people. This leads to higher levels of engagement, job satisfaction, and loyalty, reducing turnover rates.
- Improved organisational performance When employees grow, so does the organisation. By aligning individual development plans with business goals, companies can ensure that their workforce is capable of meeting current and future challenges.
- Leadership development: Employee development plans often focus on preparing individuals for leadership roles. By providing high-potential employees with the necessary training and experiences, organisations can build a strong leadership pipeline.
- Attracting top talent: A strong commitment to employee development is an attractive feature for potential hires. Companies that prioritise growth and learning opportunities are more likely to attract top talent.
- Empowered employees: Professional development plans enable employees to achieve their career goals. This sense of ownership over their development fosters confidence and motivation, leading to higher levels of performance and job satisfaction.
- Preparation for future roles: Employee development plans are instrumental in preparing individuals for future roles within your company. By focusing on the skills and experiences needed for the next step in their careers, employees are better equipped to take on new challenges and responsibilities.
Aligning employee development plans with organisational goals
Aligning employee development plans with business goals is essential for building a workforce that contributes directly to the success of the company.
To do this, follow these steps:
1. Understand your goals
The first step is to have a clear understanding of the business’s strategic objectives. This includes knowing your company’s mission, vision, short-term and long-term goals. Understanding these priorities will allow you to identify the skills and knowledge that employees need to develop in order to support the business.
2. Identify key competencies
Once you understand the business goals, identify the key competencies and skills required to achieve them.
3. Align individual goals with organisational needs
During the employee development planning process, ensure that each employee’s personal goals are aligned with the needs of the business. This might involve guiding employees to set goals that not only contribute to their career growth but also support the company’s strategic objectives.
4. Involve managers and leaders in the process
Leaders play a critical role in aligning development plans with business goals. They should be actively involved in setting development goals that are both personally meaningful and strategically relevant. Encourage managers to establish regular check-ins and performance reviews to ensure alignment.
5. Provide relevant learning opportunities
Offer training and development opportunities that are directly linked to the company’s goals. This could include workshops, courses, or on-the-job training that focus on the skills and knowledge needed to drive the organisation forward.
8. Measure success and impact
Finally, measure the success of development plans by assessing how well they contribute to achieving organisational goals. This might include tracking key performance indicators, evaluating changes in employee performance, and assessing how well-prepared the workforce is to meet strategic challenges. Using this data, you can refine your employee development plans to better support the business’s goals.
How to create a professional development plan
Creating a professional development plan (PDP) from scratch can be a daunting task, especially when trying to align it with both business goals and your teams’ aspirations. A professional development plan template simplifies this process, streamlining employee growth efforts while allowing for individual goal setting and adaptability.
A well-structured template aids in documenting goals, tracking progress, and making necessary refinements.
Here are steps to create your PDP template:
1. Assess current skills and knowledge
Identify your team’s current skills, knowledge, competencies, and interests to understand where they’re starting from. This provides a foundation for identifying developmental needs. It’s crucial to have a clear idea of your starting point before you consider the steps that need to be taken.
The evaluation should include both tangible skills, such as technical proficiencies, and intangible skills, often referred to as soft skills, like communication and leadership capabilities.
2. Set SMART goals
Define specific, measurable, attainable, relevant, and time-bound (SMART) goals aligned with your team’s career objectives, organisational needs, and business goals. SMART goals help individuals systematically work toward and achieve their career milestones, and will also ensure your employees stay motivated and resilient. Consider both your short-term and long-term goals – this is essential when considering your professional growth.
3. Identify resources and training needs
Identify the required resources and training tools to support the development plan, such as training programs, online courses, workshops, or mentorship opportunities (more ideas below). Consider both formal and informal learning options and evaluate their relevance and effectiveness in addressing the identified training needs.
4. Create an action plan
Outline detailed steps and activities needed to achieve each goal and make sure your team keeps these regularly updated as conditions change. This will help to facilitate effective execution. These activities may include training programs, coaching, mentoring, further education, and many more (we list some popular activities below).
Break the actions down into smaller sub-tasks to make your skill development more manageable and easier to track over time. Establish clear timelines and milestones for each task, setting deadlines that align with the overall goals. These timelines create a sense of urgency and keep the plan on track, while milestones act as checkpoints to measure progress.
5. Track your progress regularly
Monitor progress using relevant metrics to stay motivated and identify areas for improvement. This will offer insights into success and areas for improvement. It’s also a great way to keep yourself motivated by continually looking at your improvement in different areas.
6. Reflect and revise
After completing the initial stages of your development plan, encourage your team to reflect on the progress made. Assess whether they met their goals, if the activities they took were effective, and if they met any challenges along the way. This reflection helps identify what worked well and what could be improved. Based on these insights, revise the development plan as needed.
This ongoing process of reflection and revision ensures that the development plan remains a living document, continuously adapting to support both personal growth and business success.
Lastly, make sure to celebrate your wins along the way. There’s no use having goals if you aren’t measuring your progress or celebrating your achievements!
The professional development plan lifecycle
Set your path for professional success
Crafting an effective professional development plan template is paramount for individuals and leaders alike. It empowers individuals to stay competitive and fosters team growth, enhances employee engagement, and aids in realising aspirations. By recognising development opportunities, setting achievable goals, and embracing measurable action steps, you pave the way for sustained success.
Download our free employee development plan template
Looking for a winning professional development plan example? Download our free sample professional development template to streamline the process of setting, tracking, and achieving professional goals with ease.
We encourage you or your team to complete it by first assessing your current position and then defining your desired destination. Develop actionable steps to bridge the gap, and outline how you will monitor your progress over time.
Bonus tips! Types of activities to include in your development plan
A well-rounded employee development plan incorporates a variety of activities that contribute to personal and professional growth. These activities are designed to enhance skills, expand knowledge, and prepare individuals for future roles. Here are some key types of activities you might include:
Formal training and courses
Enrol your employees in workshops, seminars, or online courses relevant to their career goals. These could range from technical skills training, such as mastering new software, to soft skills development, like leadership or communication training.
Mentoring and coaching
Engage in a mentoring relationship with a more experienced colleague or hire a professional coach. Mentoring provides guidance and insight, while coaching offers personalised strategies to overcome challenges and achieve specific goals.
On-the-Job learning
Take on new responsibilities or projects that stretch your current capabilities. This could include leading a team project, managing a budget, or working in a different department to gain new perspectives.
Networking
Attend industry events, join professional associations, or participate in online forums to build connections within your field. Networking can lead to new opportunities, collaborations, and insights that contribute to career development.
Reading and research
Dedicate time to reading industry-related books, articles, and research papers. Staying informed about trends, best practices, and new developments in your field helps you stay competitive and knowledgeable.
Certifications and qualifications
Pursue professional certifications or advanced degrees that are relevant to your career goals. Earning these credentials can enhance your expertise, credibility, and marketability.
Job shadowing
Spend time observing someone in a role you aspire to or want to learn more about. Job shadowing provides firsthand experience and a deeper understanding of the skills and responsibilities required for that position.
Feedback and self-assessment
Regularly seek feedback from supervisors and peers to identify areas for improvement. Self-assessment activities, such as reflecting on your strengths and weaknesses, can also guide development efforts.
Volunteering
Engage in volunteer or pro-bono work that aligns with your career goals. Volunteering can provide opportunities to develop leadership skills, build networks, and gain experience in new areas.
Stretch assignments
Take on challenging tasks or roles that push you beyond your comfort zone. Stretch assignments are designed to develop new skills and demonstrate your ability to handle increased responsibility.
Public speaking and presentations
Practice public speaking by presenting at meetings, conferences, or workshops. Enhancing your communication skills can be crucial for leadership roles and career advancement.
Integrating Whole Brain® Thinking into your professional development plans
Whole Brain® Thinking, coupled with the Herrmann Brain Dominance Instrument (HBDI®) assessment, offers a scientific foundation for professional development. Understanding thinking preferences across the four quadrants (Analytical, Structural, Relational, Experimental) helps individuals tailor their development goals and approach.
Embracing these preferences optimises collaboration and performance. Understanding your colleagues’ thinking preferences better may be an action step within your plan to meet a key goal or need for your own professional development going forward.
Need a refresher on the four thinking quadrants? Take a look at this article.
Let’s explore how each of the four quadrants may approach professional development plans in different ways.
Blue (analytical) thinkers
- Blue thinkers may prioritise professional development plans with clear metrics and outcomes.
- They value markers of progress and success to measure their growth and achievements.
Red (relational) thinkers
- Red thinkers are driven by the impact they can make on their development and the lives of colleagues, clients, and stakeholders.
- Developing a plan for them signifies a personal commitment to their values and the positive impact they seek to create.
Green (practical) thinkers
- Green thinkers find enthusiasm in the planning process itself.
- They focus on how activities will be constructed and organised in the development plan.
Yellow (experimental) thinkers
- Yellow thinkers embrace the opportunity to dream big and envision the future in their professional development plans.
- They are motivated by the “why” of the plan, exploring innovative and unconventional approaches.
Thinkers of various types may approach both professional and personal development planning differently, placing emphasis on distinct aspects or outcomes. Integrating Whole Brain® Thinking into your planning process is an excellent means of ensuring a holistic approach to enhancing your skills. It also allows you to consider various key areas you may wish to refine.
Professional development planning FAQs
What is a professional development plan?
A professional development plan (PDP) is a structured framework that outlines an individual’s goals, skills, and strategies for career growth. It serves as a roadmap to help employees improve their skills, advance in their careers, and achieve both personal and professional aspirations. The plan typically includes specific objectives, action steps, and timelines for achieving these goals.
What is professional development planning?
Professional development planning is the process of creating a plan that outlines the steps an individual needs to take to grow in their career. It involves assessing current skills, setting career goals, identifying training and development needs, and establishing a timeline for achieving these objectives. This planning process is essential for continuous learning and career advancement.
What is the purpose of a professional development plan?
The purpose of a professional development plan is to provide a clear path for career growth and skill enhancement. It helps individuals identify their career goals, the skills needed to achieve them, and the steps required to reach those goals. For organisations, it supports employee development, enhances performance, and aligns individual growth with business objectives and business goals.
How often should your professional development plan be reviewed?
Your professional development plan should be reviewed regularly, ideally every three to six months. Regular reviews allow you to assess progress, make adjustments, and ensure that the plan remains aligned with your career goals and any changes in your job role or industry.
What are the five steps in a professional development plan?
The five steps in a professional development plan are:
- Progress monitoring: Regularly review and adjust your plan to ensure you stay on track toward achieving your goals.
- Self-assessment: Evaluate your current skills, strengths, and areas for development.
- Goal setting: Establish clear, specific, and measurable career goals.
- Action planning: Develop a detailed action plan that outlines the steps needed to achieve your goals.
- Resource identification: Identify the resources, training, and support required to execute your plan.
Discover our other resources to assist you in your professional development journey
Your Playbook to becoming a more Inclusive Leader
Training with the Brain in Mind
If you want to learn more about how Whole Brain® Thinking and the HBDI® can help you and your organisation, have a look at how it works here or get in touch and we’ll help you find the right solution.
