Personal Development Plan Template

Start with the skill or experience that would make the biggest difference to the person’s work. Explain why it matters and what improvement would look like in a real situation. A long training wish list is difficult to follow through.

Learning can include coaching, observing a colleague, supervised practice or taking responsibility for a small piece of work. A course can help, but completing a course is not the same as using the skill.

Example goal: “By July, I will lead the fortnightly project update so that attendees understand risks, decisions and next steps.”

Actions: observe two experienced colleagues; prepare an agenda with my manager; lead three updates; ask attendees whether the next steps were clear. Support: thirty minutes of preparation time with the manager before each update.

Evidence: each meeting ends with named owners and dates; outstanding decisions are recorded. Review: discuss feedback after the third meeting and agree what to practise next.

Book the first check-in when you agree the plan. Ask what the employee has tried, what changed in their work and what support is missing. Adjust the plan if priorities or available time change.

Keep performance objectives and development goals connected but distinct. One describes the result the role needs; the other describes a capability the person wants to build.