Leadership Development Plan Template for Excel and Google Sheets

This free leadership development plan template provides a structured framework for managers and employees to collaboratively design and track leadership growth. Its comprehensive design aligns individual development with the organization’s long-term goals, ensuring that leadership skills are cultivated in a measurable and actionable way.

Leadership development plan template overview

This template focuses on detailed progress tracking, goal-setting, and personal development. By aligning employee aspirations with organizational needs, it helps ensure that both the employee and the organization grow together.

Note: This template is suitable for both potential leaders in your organizations, and those already in leadership positions that are eager to further grow in your organization.

Key components of the template are:

• Highlights from past feedback: This section summarizes feedback from previous evaluations, helping to pinpoint areas of strength and opportunities for growth, ensuring you build on your worker’s strengths while addressing areas that need improvement
• Career aspirations: Defining the worker’s career goals early on ensures alignment between personal growth and organizational objectives
• Essential competencies for the new role: Focusing on the critical skills needed for the employee’s future role (such as leadership, strategic thinking, and cross-functional collaboration) ensures that the development plan aligns with the role the worker is preparing for
• Development focus areas and goals: The focus areas and goals should cover a wide range of leadership, technical, or strategic skills that are essential for the employee's new role—having clear goals ensures that progress is clear and can be evaluated throughout the development plan
• Development activities: Specific activities, such as training, mentoring, or certifications, to support each development goal—all these steps create a roadmap toward development
• Budget: If any external resources (like training programs or tools) are required, this section tracks the necessary budget and whether it has been approved
• Timeframes: Clearly defined timelines for each development activity ensure that progress stays on track. Additionally, regular check-in dates with managers help monitor progress, provide feedback, and adjust the plan as needed
• Performance metrics: These metrics measure the impact of the development plan. Success is gauged through objective measures like team productivity, leadership effectiveness, or specific project outcomes
• Evaluation: This final section encourages managers and their team members to reflect on the overall progress and success of the development plan. Feedback from managers and team members, as well as pre- and post-assessments, can be used to provide a holistic view of the worker’s development

The template also includes an activity tracker with an automated progress bar so managers and their team members can quickly gauge the progress toward the goals.

Additionally, we also included a prefilled example to showcase what an effective leadership development plan would look like.

How to use this leadership development plan template

Both managers and employees can use this development plan template to foster collaboration and achieve structured growth. Follow these key steps and best practices to ensure success:

Instructions for managers

1. Set focus areas: Work with the employee to define up to five key focus areas that are relevant to their role and long-term goals. These areas should address both the individual’s leadership aspirations and the organization’s needs and business objectives
2. Set goals using the SMART framework: For each focus area, create SMART goals to ensure clear expectations and measurable success criteria
3. Define development activities: Assign specific activities and initiatives, such as mentoring sessions, training programs, or project leadership opportunities, to each focus area—ensure the activities are actionable and have a clear path toward achieving the goals
4. Allocate budget: If additional resources are required (e.g., training costs or tools), indicate the necessary budget and ensure it is approved early in the process to avoid delays
5. Set timelines: Establish deadlines for each development activity and schedule regular check-ins (e.g., monthly) to monitor progress and provide feedback
6. Track and adjust: Use the template to track progress during check-ins. Check off items using the “Goal completion” section
7. Support along the way: Provide constructive feedback, and make adjustments to the plan if necessary to keep the employee on track
8. Completion: Once all activities and goals are completed, conduct a final review to assess whether the worker achieved their goals. Encourage them to reflect on their growth

Instructions for workers

1. Engage in planning: Collaborate with your manager to define your focus areas and goals. Make sure these areas align with both your career aspirations and the organization’s objectives
2. Own your action plan: Take responsibility for your development activities. Regularly track your progress and come prepared to discuss it during check-ins
3. Use resources proactively: If additional resources, such as training or mentorship, are required, communicate with your manager early to ensure you have the necessary support
4. Prepare for check-ins: Before each check-in, reflect on your progress and note any challenges or areas where you need feedback or assistance. This preparation will ensure meaningful discussions and productive feedback
5. Be open to adjustments: As your development progresses, be flexible and open to modifying your plan based on feedback or changes in your role or responsibilities