IDP — Individual Development Plan with Quarterly Follow-up
Complete IDP template and process that actually drives development, not just fills out a form.
Create effective IDPs that connect employee career aspirations with company needs, using the 70-20-10 rule and ensuring systematic follow-up so it doesn't become another forgotten document.
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Prompt objective
Create effective IDPs that connect employee career aspirations with company needs, using the 70-20-10 rule and ensuring systematic follow-up so it doesn't become another forgotten document.
Real use case
Magazine Luiza discovered that 85% of IDPs created in January had no completed actions by July. Employees say 'the manager asked us to fill it out but never brought it up again'. The VP of People wants the IDP to become a living tool, integrated with weekly 1:1s and performance evaluations.
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Prompt
Create a complete IDP (Individual Development Plan) process for [COMPANY NAME], to be applied after the performance evaluation cycle, covering [NUMBER] employees.\\\\\\\\n\\\\\\\\n**Phase 1 — IDP Inputs:**\\\\\\\\n\\\\\\\\n1) **From the employee:**\\\\\\\\n- Where do I want to be in [1/2/3] years? (career aspiration)\\\\\\\\n- Which competencies do I need to develop? (self-assessment)\\\\\\\\n- How do I learn best? (visual, hands-on, reading, mentorship)\\\\\\\\n- How many hours per week can I dedicate? [HOURS]\\\\\\\\n\\\\\\\\n2) **From the manager:**\\\\\\\\n- Performance evaluation/9-box results\\\\\\\\n- Top 3 competencies to develop (with evidence)\\\\\\\\n- Next viable career step (realistic vs. aspiration)\\\\\\\\n- Available projects/challenges for stretch growth\\\\\\\\n\\\\\\\\n3) **From the company:**\\\\\\\\n- Future positions needing successors\\\\\\\\n- Strategic competencies for the next cycle\\\\\\\\n- Development budget: $[AMOUNT] per person per year\\\\\\\\n\\\\\\\\n**Phase 2 — Building the IDP:**\\\\\\\\n\\\\\\\\nFor each competency to develop (maximum 3 per cycle):\\\\\\\\n\\\\\\\\n**[COMPETENCY]:**\\\\\\\\n\\\\\\\\n- Current gap: from [CURRENT LEVEL] to [DESIRED LEVEL] within [TIMEFRAME]\\\\\\\\n\\\\\\\\n- 70% Actions (practical experiences):\\\\\\\\n - [ACTION 1]: e.g. Lead project [X] by [DATE]\\\\\\\\n - [ACTION 2]: e.g. Job rotation for [PERIOD] in [TEAM Y]\\\\\\\\n - [ACTION 3]: e.g. Present results to leadership by [DATE]\\\\\\\\n\\\\\\\\n- 20% Actions (social learning):\\\\\\\\n - [ACTION 1]: e.g. Biweekly mentorship with [MENTOR] for [PERIOD]\\\\\\\\n - [ACTION 2]: e.g. Join study group for [TOPIC]\\\\\\\\n - [ACTION 3]: e.g. Shadow [PROFESSIONAL] for [PERIOD]\\\\\\\\n\\\\\\\\n- 10% Actions (formal training):\\\\\\\\n - [ACTION 1]: e.g. Course [NAME] on [PLATFORM] — [HOURS] hours\\\\\\\\n - [ACTION 2]: e.g. Certification [NAME] by [DATE]\\\\\\\\n - [ACTION 3]: e.g. Reading book [TITLE]\\\\\\\\n\\\\\\\\n- Progress indicator: How will we know the competency has improved?\\\\\\\\n- Milestone checkpoint: What should be completed by [DATE]?\\\\\\\\n\\\\\\\\n**Phase 3 — Follow-up:**\\\\\\\\n\\\\\\\\n1) **Integration with weekly 1:1:**\\\\\\\\n- 5 minutes per 1:1 dedicated to IDP\\\\\\\\n- Manager questions: \\\\\\\\
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