Leadership Development Plan

Putting in place a carefully planned and challenging development plan will help you to prepare your leadership and management training and development.

You will need to;

• Identify the leadership and management qualities you are working towards or seek to develop
• Assess, prioritise and agree your capabilities, gaps and needs
• Check and understand your learning style
• Identify and source the activities, exercises and learning experiences to achieve that enhance your current management and leadership skills.  (Break down the activities into achievable elements).
• Establish your ‘Success Criteria’ by agreeing measure, outputs, tasks, standards and milestones.

Formulating a Development Plan is a simple process, taking four steps;

1. Self Assessment (where you are now)
2. Setting Objectives (where you want to get to)
3. Action Planning (how you will get there)
4. Charting Progress (how you are doing)

Setting objectives?  Make them as SMART as possible;

• Specific: not just a vague aspiration.  Spell out specifically what your goal is
• Measurable: so that you can see clearly when you have achieved your goal by simple measurements
• Achievable: be realistic about what you can achieve
• Relevant: your goals should fit well with your overall personal ambitions
• Time bound: set yourself a deadline

What learning and development means

What other people say about managing learning and development

Leadership Development Plan

What learning and development means

'That’s what learning is.  You suddenly understand something you’ve understood all your life, but in a new way.'
Doris Lessing

'It’s easier to change yourself than to change others.  Try something new and if it works, keep doing it, and encourage others by your example.'
Bob Nelson

'I was taught that the way of progress is neither swift not easy.'
Marie Curie

'To improve is to change.  To be perfect is to change often.'
Winston Churchill

'Change is inevitable, growth is intentional'
Glenda Cloud

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What other people say about managing learning and development

‘Learning is a relatively permanent change in behaviour that occurs as a result of practice or experience’

Training is the process that amplifies and provides a context for learning in 3 main areas:

• Knowledge and how to apply it
• Skills
• Values and attitudes

Learning is the process of getting knowledge, skills of abilities by study, experience or being taught.

Training and learning are 2 sides of the same process.  The trainer creates a context where individuals can learn.

The more we can discover about the learning process, the better we can design training courses and the more effective they will be.
From ‘Training with NLP’ by Joseph O’Connor and John Seymour

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Leadership Development Plan

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