Leading a team takes a significant amount of skill and effort. You have a lot of responsibility, guiding and motivating people, finding solutions to challenges, and making important decisions to keep work flowing efficiently. To be a good manager, it’s crucial to have a development plan for leadership.
A leadership development plan (LPD) helps you recognise current skills and highlight areas for improvement, mapping out how you can develop those skills over time. It works as a personal roadmap to reach your career goals and meet the objectives of your employer.
With a good LPD in place, you can improve team performance, build on your decision-making abilities and encourage a positive workplace culture. It’s an investment that will pay off in both your personal and professional life.
In this article, we explore what leadership development plans are, provide steps to creating your own, and give you examples you can build on.
A leadership development plan (LDP) is a personalised roadmap that helps you gain and refine the skills you need for leadership. It outlines specific goals, areas for improvement, and what you need to do to develop essential leadership skills.
An LDP breaks down the process of becoming a successful leader into manageable, actionable steps. It can be likened to a blueprint for building a house. Every step is detailed, from foundation to rooftop, with each part coming together to contribute to a sturdy, functional structure. In the same way, each component of your LPD is designed to build on the previous one, transforming your leadership potential into reality.
Creating a personal leadership development plan involves self-assessment, goal setting and careful planning. This approach ensures that every step lines up with your long-term leadership goals, providing a clear path to your objectives.
The first step in your leadership development plan is to carry out a thorough self-assessment to identify your strengths and weaknesses. Here are some common questions to consider.
Communication: how do you get across your ideas and listen to others?
Delegation: are you able to assign tasks and trust your team to follow through?
Conflict resolution: can you manage and resolve disputes?
Strategic thinking: do you have the ability to see the big picture and work towards it?
There are tools available online to help you with this process. Personality tests like the Myers-Briggs Type Indicator (MBTI) or the DiSC assessment can provide insights into your personality and how it influences your leadership style. You can also take part in leadership quizzes or use the 360-degree feedback method to gain insights from peers and supervisors.
It’s important to set small, attainable goals to track your progress and sort them into short-term and long-term objectives. Here are some examples.
Master conflict resolution techniques within the next six months.
Improve public speaking skills by attending a workshop by the end of the quarter.
Achieve a senior leadership role within five years.
Develop and lead a team to work on multi-departmental projects.
Using the SMART method (specific, measurable, achievable, relevant, and time-bound) to create realistic goals is important in this planning stage. This ensures each goal is well defined and includes a timeline, making it easier to monitor progress and make adjustments as needed.
You can also use frameworks such as the PACE model to guide you through the process.
Pick a leadership goal: choose a clear goal that improves your leadership skills.
Apprise others in your inner circle of the goal: share this goal with colleagues or mentors who can offer support and accountability.
Collect specific ideas on how to improve: gather actionable steps and strategies from others to help you achieve your goal.
Elicit feedback on how you’re doing: regularly seek feedback to keep track of your progress and make adjustments to your approach.
By participating in training programs, you can focus on specific leadership styles, communication techniques and relevant skills to your industry.
Leadership styles: understanding different leadership styles helps you decide what works based on your personality and the needs of your organisation.
Communication techniques: training can improve skills in areas such as persuasive communication, active listening and picking up on non-verbal cues.
Industry-specific skills: depending on your field, certain leadership skills may be more relevant than others. For instance, in tech industries, skills like project management and understanding of different technologies are invaluable, while in healthcare, understanding regulatory environments and patient care processes is crucial.
There’s power in a strong professional network. It provides opportunities for mentorship, partnership and insights into the industry. Here’s how you can build yours:
Connect with established leaders: seek out relationships with experienced leaders who can offer guidance, advice and mentorship. These connections can be formed through introductions or professional networking platforms.
Attend industry events: conferences, seminars and workshops are excellent places for meeting peers and industry leaders. These events provide learning opportunities and are a great way to take part in discussions, share ideas and build relationships.
Participate in professional organisations: joining professional organisations relevant to your field can boost your credibility. These groups offer plenty of resources, including networking events, training workshops and industry publications.
Soft skills enable leaders to manage teams with efficiency, while also creating a positive work environment for the team. Soft skills can also be used to approach different types of workplace challenges. Here are some soft skills that you might want to list on you LDP.
Emotional intelligence: this skill helps leaders understand and manage their own emotions and those of others, building better team relationships. Workshops and online courses can help develop this skill by teaching empathy, self-awareness and emotional regulation.
Conflict resolution: the ability to handle conflicts is essential for a healthy workplace. Training in conflict resolution provides strategies for mediating disputes and finding mutually beneficial solutions.
Active listening: this skill enables leaders to better understand team issues, build trust and encourage open communication. Courses focusing on communication skills emphasise the importance of listening actively.
A clear timeline helps you stay on track and monitor your progress. Setting specific deadlines for each activity of your leadership development plan helps you measure your development and gauge how you’re progressing.
Take the time to regularly review your progress against the timeline you've established. This allows you to see how far you've come and what areas need more attention. Make sure you celebrate your achievements along the way, no matter how small.
As you progress in your leadership development, you may come up against new challenges and opportunities. It helps to remain flexible and adapt your plan if you need to. This might mean setting new goals, adjusting your timelines, or shifting focus to develop these new areas.
For each goal and activity outlined in your LDP, establish realistic deadlines. These should be challenging yet achievable, and match your overall career goals. For example, if one of your goals is to improve your public-speaking skills, you might set a deadline to join a speaking club within the next month and aim to deliver a certain number of public talks by the end of the year.
Ready to create your own leadership development plan (LDP)? Here are two examples of how you can structure your plan to help reach your goals.
Objective: To move from a technical individual contributor role to a management/leadership position within two years.
Self-assessment: identify technical expertise strengths and recognise weaknesses in team management and conflict resolution.
Goals
Short-term: develop interpersonal skills and complete a leadership course by the end of the year.
Long-term: achieve a project management position, leading a team of at least five people.
Training: enrol in the requisite courses provided by the company, learn leadership fundamentals and attend external workshops on developing emotional intelligence.
Networking: join a professional technology leadership organisation and attend at least one conference or networking event per quarter.
Timeline: set monthly review points to assess progress on soft skills and aim to move into a junior leadership role within 18 months.
Objective: to prepare for a senior executive role within five years.
Self-assessment: recognise strong skills in sales and customer relations. Identify a need for improvement in financial management and strategic planning.
Goals
Short-term: take courses on financial management and strategic decision-making within the next year.
Long-term: reach a c-level position, such as chief operating officer.
Training: complete an executive leadership program.
Networking: build connections with current executives through a mentorship program and industry meet-ups.
Timeline: establish quarterly benchmarks for learning new skills and yearly evaluations.
By creating a leadership development plan, you can set yourself up for continuous learning and ultimate career success. Leadership development requires persistence, adaptability and a proactive approach to learning and growth. Remember: the qualities that make a great leader, such as resilience, strategic thinking, and empathy, are gained over time, through dedicated effort. With an LDP in place you’ll be better equipped to stay focused and take the steps required to reach your leadership goals.
A leadership development plan (LDP) is a personalised roadmap designed to improve leadership skills and qualities. It outlines specific goals, identifies areas for improvement, and details actionable steps to develop leadership capabilities.
An LDP is essential for career growth as it provides a clear framework for developing leadership skills. It helps you focus on your professional development, line up growth with career goals, and increase your success within your organisations.
To identify your leadership strengths and weaknesses, carry out a self-assessment using tools such as:
Personality tests
Leadership-style assessments
Feedback from peers, mentors and supervisors
These evaluations help pinpoint areas where you excel and those needing improvement.
SMART goals for leadership development might include:
Improving public speaking skills within six months
Leading a project from start to finish
Improving conflict-resolution skills through training or workshops
The best formal options for learning leadership skills include enrolling in leadership development programs offered by universities, professional workshops, online courses and obtaining certifications relevant to your industry or role. Your current workplace may offer training as part of your employee benefits.
Use your network by seeking mentorship, engaging in networking events, participating in industry conferences and joining professional organisations. You may also want to look at getting a mentor who can guide you through your leadership development.
The most important soft skills for leaders to develop include emotional intelligence, communication, active listening, conflict management and adaptability. These skills help a leader to guide teams, make informed decisions and foster a positive work environment.
To create an action plan for your LDP, start by defining clear, achievable goals. Outline specific steps to achieve these goals, assign realistic timelines and identify resources such as courses, books, or mentors that can support your development.
Tips for tracking progress in your LDP include regularly documenting achievements, reviews to evaluate progress, using tools like journals or digital tracking apps, and seeking feedback from mentors or peers to gain insights on your development.
Review and update your LDP at least once a year, or more often if your role, industry or career goals change. Regular updates ensure your development plan remains relevant and matches with your career goals.