A development plan turns the growth areas from review or 360° into concrete actions: training, mobility, mentoring, stretch projects. Illizeo co-builds it between employee and manager, and tracks it over time.
Step-by-step #
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Identify 2 or 3 areas #
From the annual review, 360°, or a conversation. No more, to stay actionable.
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Define the expected outcome #
For each area: observable, measurable, dated. E.g. “Run 3 design thinking workshops by December”.
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Pick levers #
Training (internal catalog, MOOC, conference), mentoring, temporary mission, reading, external coaching.
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Set milestones #
Quarterly 30-minute check-in: where are we? What obstacles? What adjustments?
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Reinforce at next review #
The plan is recalled at the start of the next annual cycle and its progress evaluated.
70-20-10 model #
| Lever | Recommended share | Examples |
|---|---|---|
| Experiential learning | 70% | Stretch mission, cross-functional project |
| Social learning | 20% | Mentoring, peer learning, shadowing |
| Formal learning | 10% | Training, certification, MOOC |
FAQ #
Is the plan confidential?
Visible to employee, manager, HR. Not to peers.
What if the employee changes manager?
The plan is attached to the person, not the manager. The new manager picks up the tracking.
Should it align with business needs?
Yes, as much as possible. Eases funding and practice.
Typical training budget?
Varies. Benchmark: 1.5% to 3% of payroll (per country and sector).
