Leadership development is an organizational imperative, ensuring a pipeline of capable leaders ready to steer the organizational ship. But leadership isn’t an overnight metamorphosis. It’s a gradual transformation facilitated by strategic individual development plans.

This article will provide seven compelling examples of individual development plans specifically tailored for leadership. We scrutinize each example, highlighting the key components that can guide aspiring leaders on their development journey. Additionally, we also included concrete suggestions for making each example even better.

Self-reflection and SMART goals development plan (Puna)

The leadership development plan example from Puna, a leadership resource aggregator, uses a three-step process:

1. Starting with a self-reflection exercise.
2. Seeking input and suggestions from colleagues.
3. Discussing the next steps for the development plan with HR or another manager.

What it does well

• Self-reflection is a great way to assess one’s strengths to become an effective leader. Use this tool to see how a leader’s strengths align with their colleagues’ perceptions. (Our favorite question they included: E.g., What strengths do you want people to see in you/ what do you want to be known for?)
• Incorporates the leader’s self-reflection, their peer’s feedforward input, and the manager’s to shape the focus of the development plan
• Uses SMART (Specific, Measurable, Achievable, Relevant, Timely) goals
• Structured around a leadership competency model that includes behavioral descriptions for each key leadership element (competency)

What could be improved

• Doesn’t include a section to document the input from the manager
• Doesn’t track progress based on the goals set
• Doesn’t include a follow-up timeline
• Unclear if this is a yearly plan or if it covers a more narrow period

The biggest advantage of this leadership development plan example is it uses the SMART approach, which helps leaders create actionable steps and deadlines to achieve their career goals.

How to make it better

• Set frequent follow-ups to ensure the manager stays on track, offer feedback, and provide additional support
• Clearly define the time frame for the development activities

Leadership plan example including previous development evaluations + 360 feedback (Leads 360)

If this is not your leader’s first development plan, starting with an evaluation of previous plans is a great way to get started.

This example from Leads 360 asks leaders to identify what worked well and not to help them craft new development opportunities for leaders to reach their long-term goals.

Then, it uses the insights from 360 feedback to shape the leader’s development planning direction.

What it does well

• It evaluates previous development plans
• Provides an overview of key strengths and their relevance for the organization
• Includes examples to help leaders formulate their goals
• Splits development planning into short, medium, and long-term actions (in two weeks, three months, and one year)
• Acknowledges that growth is a shared process and includes a section explaining who will help the leader grow (Which people are key to helping you successfully develop this capability?)
• Has an accountability agreement to track progress

What could be improved

• No structured 1:1s with a sponsor (accountability partner) to keep track of progress
• No competency expectations to better frame the strengths and areas for growth

While this example digs deep into the specifics to help uncover managers’ strengths and opportunities for growth, there are additional elements that can further enhance it.

How to make it better

• Integrate leadership assessments with the individual development plan to further evaluate your leadership capacity
• Create a structured and regular check-in schedule to measure the progress of each goal.
• Provide personalized training recommendations to help address areas of improvement indicated in the development plan

Basic leadership development plan example (Hamilton County School District)

Following a basic template can be a great headstart for your IDP. This example from the Hamilton County School District follows a very straightforward structure.

What it does well

• Clearly state the final goal: increase performance
• Uses the smart goals SMART framework to clarify the specifics of the plan
• Includes an evaluation section for reporting the impact of professional learning on student (employee) performance
• Encourages the beneficiary leader to share their newly acquired knowledge

What could be improved

• There is no accountability partner or manager to check up on the progress
• Focuses on only one goal
• Lacks structure in learning objectives

How to make it better

• Schedule 1:1s with colleagues to take accountability for goals set
• Increase critical areas to focus on improvement and opportunities for development

Long-term leadership development plan template (Cleveland Clinic)

A long-term leadership development plan is a powerful tool to shape employees’ growth as leaders.

This three-year leadership development plan from Cleveland Clinic is a great example

An excellent way to create long-term goals is to let them envision their selves as leaders years from now. This can help them work backward and set milestones to help them achieve that goal in the future.

From there, they can identify whether they want to improve their soft and management skills to be the leader they want to be.

What it does well

• Kicks off with a “Leadership Challenge Assessment” consisting of 25 statements leaders have to rate themselves using a five-scale rating. Here are some of them: I try to form partnerships and collaborative relationships in my work setting; I encourage others when they are down or self-doubting. I listen closely to all points of view before making decisions
• Creates long-term goals for leadership development
• It contains several sections that assess employees’ capacity as a leader and recognize blind spots from previous experience to help address them: Envision yourself as an exemplary leader. Some examples are: Accelerate your learning by envisioning the future, Search for leadership opportunities and early wins.
• Adds the opportunity to schedule a mentoring program with a manager/coach

What could be improved

• No framework to align the leader’s aspirations with company objectives or values
• No input from direct reports, peers, or superiors
• No deadlines throughout the three years for the actionable steps necessary to meet development goals

How to make it better

• Implement a structured 360-degree feedback system to help identify blind spots from previous leadership performance reviews
• Create growth plans with clear milestones, whether weekly, monthly, or yearly, depending on the specific goals identified

"One big thing" goal + "One big liability" leadership development plan (Leadership Circle)

Managers need to be intentional about their purpose when starting an individual development plan and see where they want to go as leaders. This can help them establish realistic, practical, yet challenging goals that can shape their capacity as a manager and a better leader in the future.

Here’s a great example of a template that sets a “One Big Thing” goal from Leadership Circle.

What it does well

• Includes a section for defining the vision, with examples and guidelines
• Links out to 186 goal statements to inspire leaders
• Includes a start-stop approach to behavioral change through personal development
• Tracking progress from multiple colleagues for accountability by identifying an “Accountability circle”
• Suggests 3-9 months for the development plan
• Zooms in on the impact of the leader’s development: impact on business results, own leadership, personal life, etc

One of the strengths of this plan example is it paints a big picture of employees’ leadership goals while recognizing barriers they need to address that may hinder their progress.

What could be improved

• No structured feedback from peers to gather clear insights
• There is no concrete timeline for achieving subgoals or completing action items

How to make it better

• Implement a structured 360° feedback system to manage constructive feedback from peers and collect them at a definite time
• Once the leaders define the key approaches to their development, include a section to determine a more concrete timeline for the actions that would enable their growth

Development goals for leadership roadmap example (Department of Commerce)

The Department of Commerce’s Individual Development Plan (IDP) recognizes the power of straightforward goals to empower leaders to chart their path to success and cultivate their leadership capabilities.

This example uses a roadmap framework, guiding aspiring and current leaders, encompassing short-term and long-term training and development activities.

What it does well

• Has a straightforward approach to goal-setting—for each development goal, the leader would define developmental activities (e.g., assignments, learning resources, etc.)
• There is a section for the expected completion date and for reporting progress, encouraging accountability
• Uses the SMART approach to frame development goals

This plan takes a direct and uncomplicated approach, addressing competencies, tracking progress, and setting realistic timelines for each development activity, all aligned with their overall goal.

What could be improved

• It doesn’t fully assess the current skills and knowledge of the individual
• There is no link to expectations in terms of competencies and behaviors

How to make it better

• Establish a leadership competency model considering the leader’s current and desired skillset and knowledge
• To properly track progress, set regular check-ins with the supervisor to ensure growth is on track and provide additional support whenever necessary

Vision and values-driven leadership development plan example (The Bush School)

When crafting an individual development plan, envisioning the type of leader one aspires to become sets one on the right path. Having a personal vision statement challenges potential leaders to think about where life is headed, their purpose, and what matters most.

This example from the Bush School requires aspiring leaders to draw on their vision and see if their core values match the goals they set for themselves. It also provides an attribute analysis in which leaders can assess their strengths, self, and social awareness to manage their team effectively.

What it does well

• Dives deeper into the person’s strengths, weaknesses, and core values
• Identifies the skills and knowledge to serve as the basis for leadership development goals
• Uses the Stretch and SMART goals frameworks. These allow leaders to challenge their capabilities toward reaching their vision statement while keeping realistic and practical goals in mind
• Includes a structured approach to development—each development goal has a section for action items, one for resources that would assist the leader in accomplishing the goal, and the expected timeline for achieving the goal

What could be improved

• Focuses too much on self-evaluation, which can be one-sided
• The skills matrix at the end might be confusing to the users

How to make it better

• Leaders should have another manager on board in the action plan to keep track of the progress on the goals and objectives they set for themselves
• Include others’ feedback to provide a more well-rounded picture of areas of improvement

Depending on the managers’ career aspirations and the leadership culture they want to foster, you can always draw inspiration from plans that work well to build great leaders.

Leadership development plan template

Are you in need of a ready-to-use template? Our leadership development plan template includes a comprehensive structure and a few examples to guide your leaders.

How to create your own leadership development plan

Each company will have a slightly different approach to leadership development but expect these five components to form the foundation of a plan.

1. Define what leadership means

Step one is to review your business objectives and clarify exactly what leadership means to your organization. What skills does your company require now vs. the type of leader you want in the future?

Use a manager competency model that includes technical competencies (knowledge specific to your industry or role). However, the most in-demand leadership competencies are soft leadership skills such as:

• Communication
• Ability to coach
• Engaging employees
• Strategic planning
• Fostering commitment

2. Identify your leadership candidates

Once you have a vision of your future leaders, pinpoint the candidates you’d like to invest development resources in. Use 1:1 meetings to discuss leadership opportunities with these candidates to check if your vision aligns with their own career paths.

A common way of identifying leadership candidates is through a 9-box analysis.

3. Define your leadership goals and objectives

What are the top priorities for your company? Draw from your list of competencies to create a direction for your leaders to take.

For example, if your goal is to “become more resilient,” this is vague. To create an actionable leadership development goal, break it down into a series of attainable objectives, such as:

• Committing to weekly coaching sessions and taking feedback onboard
• Attending regular peer-based roundtable discussions to strengthen trust and relationships
• Practicing mindfulness and self-care to remain resilient inside and outside of work.

4. Choose your methods of development

Depending on your organization’s size, scope, and type of employees, you might include a mix of some of the following development training methods.

• Microlearning—bite-sized pieces of development training delivered regularly
• Peer-to-peer learning—roundtable discussions brainstorming challenges and solutions
• Leader mentorship—contact and job-shadowing with existing leaders
• Job rotations—your leaders can gain on-the-job experience in multiple business areas
• Instructor-led training sessions—in a virtual or classroom setting
• Professional certifications—where technical accreditations are required

5. Measure your leadership program results

How will you know if the leadership program is successful? You might measure:

• Time—has a leadership candidate completed their training by X date?
• Percentage —where 100% is the readiness of a candidate to step into a leadership role
• Numeric—measure the ROI of your leadership program or the improvement in employee retention rates after a leader has taken the reins

6. Know your people’s leadership styles

As leadership development plans are tailored to the individual in training, there’s room to consider varying leadership styles and how you might use them in different situations.

• Autocratic leaders don’t encourage input from team members. This is helpful when quick decisions are required but isn’t a popular strategy for modern-day inclusive business environments
• Authoritative leaders are highly confident and will take their time to set expectations and explain their reasoning behind key decisions
• Pacesetting leaders set the bar high and push their team members to succeed. This is great for driven employees who can handle this “tough love” approach to leadership. But it can also induce stress
• Democratic leaders are keen to involve their employees and ask their opinions. It’s a great way to nurture creativity and teamwork
• Coaching leaders provide direction to help employees find their inner capabilities and reach their full potential
• Affiliative leaders are highly in tune with the emotional needs of their employees. Expect affiliative types to prioritize collaboration and conflict resolution
• Laissez-faire leaders have absolute trust in the skills and talents of their team members. They’re happy to leave employees to make their own decisions but use regular check-ins to keep everyone aligned

Grow your leaders and your teams with Deel Engage

Leadership development is a critical investment for the future of your company. At Deel, we believe in nurturing leaders who inspire, motivate, and bring out the best in their teams. We are committed to providing companies with the easiest and most convenient solutions to foster exceptional leadership.

Deel can help organizations nurture their leaders by:

• Providing individually crafted development plans and career pathing frameworks powered by AI
• Conducting competency-based feedback reviews to understand everyone’s strengths and weaknesses
• Scheduling structured, regular check-ins to track progress and ensure accountability
• Offering access to thousands of learning resources that can easily be added to development plans
• Align leaders and employees and promote accountability and ownership with the goal management feature
• Use data analytics to track progress and measure outcomes

Additionally, Deel HR, our truly global HRIS solution, is always included for free.

Book a demo to see how our solutions will help you build your next generation of leaders.