---
title: Build an individual development plan
description: "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. - **Reading time**5 min - **Level**Intermediate - **Last updated**May…"
url: "https://illizeo.com/en/centre-aide/build-an-individual-development-plan/"
updated: "2026-09-21"
category: "Performance & Goals"
---

# Build an individual development plan

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.

- **Reading time**5 min
- **Level**Intermediate
- **Last updated**May 2026
- **Module**Performance & Goals

## Step-by-step

1. ### Identify 2 or 3 areas

   From the annual review, 360°, or a conversation. No more, to stay actionable.
2. ### Define the expected outcome

   For each area: observable, measurable, dated. E.g. "Run 3 design thinking workshops by December".
3. ### Pick levers

   Training (internal catalog, MOOC, conference), mentoring, temporary mission, reading, external coaching.
4. ### Set milestones

   Quarterly 30-minute check-in: where are we? What obstacles? What adjustments?
5. ### 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).

### See the Surveys module

Measure engagement and HR action impact.

[See all Modules](/en/centre-aide/?cat=modules)

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