A personal development plan is a one-page document that names where you want to grow, the skills that will get you there and the specific actions you will take over the next six to twelve months. A good one has three to five goals, a measure and deadline for each, the support you need and a regular review date. Use the template below and keep it short.
What goes in a development plan
- Direction: one or two sentences on where you want to be in a year or two.
- Strengths: what you already do well and want to build on.
- Goals: three to five development goals, each specific and measurable.
- Actions: what you will do for each goal, on the job and outside it.
- Measures: how you will know you made progress.
- Deadlines: a target date for each goal.
- Support: people, time or resources you need.
- Review dates: when you will check and update the plan.
Step 1: Take stock
Spend 30 minutes on these questions. Use your last review and any feedback you have saved.
- What work gives me energy, and what drains me?
- What did my manager or colleagues say I do well?
- What feedback have I heard more than once?
- What does the next role I want require that I do not do yet?
- What would make the biggest difference to my work in the next year?
If you are not sure what the next role should be, start with a 5-year plan and come back.
Step 2: Choose three to five goals
Fewer goals get done. Make each one concrete enough that you could tell whether you met it.
- Weak: “get better at communication.” Stronger: “present our team update to leadership at least once a quarter.”
- Weak: “learn data skills.” Stronger: “build and maintain the monthly report for my team using spreadsheets.”
- Weak: “be more of a leader.” Stronger: “lead one project end to end and mentor a new hire through their first 90 days.”
Our guide to setting goals you actually reach explains how to break goals into weekly steps.
Step 3: Pick actions that build the skill
Courses help, but most growth comes from doing the work and getting feedback on it. Mix all three types:
- On the job: stretch assignments, new responsibilities, owning a project.
- From people: feedback, shadowing, regular conversations with someone ahead of you.
- Structured learning: a short course, a book, a workshop. See AI skills for your career for one example plan.
The template
Copy this layout into a document and fill in one block per goal.
Example goal block
- Goal: Present our team update to leadership at least once a quarter.
- Why it matters: The next role requires presenting to senior leaders.
- Actions: Ask my manager for the next slot; practice with a colleague beforehand; ask for one piece of feedback afterward.
- Measure: Number of presentations given and feedback received.
- Deadline: First presentation by the end of next quarter.
- Support: Manager to arrange the slot; a colleague for practice.
- Status: Not started, in progress or done, updated monthly.
Repeat the block for each goal. The whole plan should fit on one or two pages.
Step 4: Share it and set reviews
- Show the plan to your manager and ask: “Does this match what you think matters for my growth?”
- Agree on the support you need, such as a stretch project or time for a course.
- Put a monthly 20-minute review on your calendar to update status and plan the next month.
- Rewrite the plan at each performance review or every six months.
A plan that keeps moving is also your best tool against a career plateau and a strong base for getting promoted.
Where a mentor helps
Development plans usually get written once and forgotten. A mentor helps you pick the right goals, turns each one into weekly actions, and runs the monthly review with you so the plan stays current. Between sessions you can text or call when a stretch opportunity comes up. Learn more about mentoring for professionals, accountability coaching and career and education mentoring.
Related
- How to make a 5-year plan
- How to set goals you actually reach
- How to prepare for a performance review
- What to do about a career plateau
Common questions
What is a personal development plan?
It is a short written plan that lists the skills you want to build, the actions you will take, how you will measure progress and when you will review it.
How many goals should a development plan have?
Three to five. Fewer goals get more attention and are more likely to be finished.
Should I share my development plan with my manager?
Usually yes. Your manager can confirm the goals matter, offer stretch work and support the time you need to learn.
How often should I update my development plan?
Check status monthly and rewrite the plan at each performance review or every six months.
Get started
Want help building a development plan and sticking to it? Call (888) 305 5422, email contact@blackburnmentoring.com or start with a short assessment. A member of our team reviews every assessment personally and sets up a free intro call.