5 Steps to Great 
         Development
                                                    Insight
                               Accountability                       Motivation
                                    Real World                  Capabilities
                                      Practice
        Creating Development 
        Plans
                       Inputs                  Discussion                 Output
                 Development needs         • Identify needs           Create/update 
                 relating to:              • Prioritise needs         development 
                 •  Performance            • Consider                 plan
                 •  Potential                development 
                 •  Career                   options
                    aspirations            • Agree plan
     Writing your Personal 
     Development Plan…
     Think about yourself 
     • Use your performance feedback and informal feedback to understand your strengths and development areas
     • Review how are you doing against expected behaviours
     • Revisit previous development activities
     Think about your upcoming challenges
     • Consider the knowledge, skills or behaviours you want to develop further or start developing in your current role
     • Consider what you might need to develop to secure your next role or progress your career aspirations more generally
     • Identify the development resources and tools available to help you
     Write and agree your development plan (PDP) with your manager
     • Use the PDP template to write your plan
     • Discuss and agree plan and support needed with your manager and HR
     • Incorporate plan with your annual objectives and review regularly in 1-2-1s
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      70/20/10 Development
                   10%
                                   • 10% Formal learning 
             20%                   • 20% Learning from others
                                   • 70% Experience and 
                             70%    practice
            Development Planning
                                                             Potential inputs:
                           Top-down                Past 
                           company            performance            Feedback          New objectives        Career plans
                           initiatives
                                                              GAP ANALYSIS:
                            Current performance, skills, knowledge and behaviour compared to what is 
                           required in current or future roles – building on strengths or identifying areas 
                                                                for development
                                                Possible development activities:
                        Coaching from        Mentoring from         On-the-job         Secondment or          Shadowing 
                           manager                senior            experience           project role          colleague
                                                colleague
                                                External 
                       Internal training     training course      Conferences &            Further            E-learning
                            course             or distance           seminars             education
                                                 learning
                                                 Asking 
                         Peer to peer         colleague to        Learning from          Networking        Internet, Books, 
                           learning           observe and             ‘expert’                                DVDs, etc.
                                                feedback                                                       www.upliftingleadership.co.uk