Create a Talent Development Plan to Assess Succession Candidate’s Growth
An Individual Development Plan is a two-part worksheet that outlines a succession candidate’s goals, action plans, and milestones for their growth and talent development. The purpose of these succession planning worksheets is to clearly state talent developmental opportunities and track progress toward goal attainment over time. Although succession candidates should take responsibility for their own development, the Develop Talent Stage of your succession plan is best conducted with the help of a trusted leader or coach partner.
The most effective way to use the Individual Talent Development Plan is after you have created Success Profiles for the role you are succession planning for, and identified candidate skill gaps with the Candidate Succession Profile.
How to Complete the Individual Talent Development Plan
1. Gather Succession Candidate Information
For both sheets, begin by listing the succession candidate name and current role, as well as indicating all positions this candidate is being considered for. Rate their readiness and timeline to move into each potential future role.
2. Indicate Top Talent Development Opportunities
Indicate the top opportunities for talent development for this candidate. These should be informed by the gaps identified in the Candidate Succession Profile worksheet.
3. Create Your Talent Development Plan
Prioritize talent development opportunities based on need, urgency, and candidate interest. For each area of opportunity, the leader or coach and the succession candidate should mutually set a realistic goal for talent development. Specify the actions needed to reach this goal, and set realistic deadlines. Revisit these talent development goals on a regular basis, keeping track of any setbacks, successes, and lessons learned.
4. Plan Your Talent Development Activities
Use this section to consider and plan talent development activities across a range of content areas. Succession candidates will be more well-rounded and accomplished if their training includes self-development, support from other leaders, cross-functional experience, international project involvement, and any other diverse opportunities that may be available. You may need to look outside a succession candidate’s immediate department to provide the most holistic talent development opportunities. Keep track of those that are completed vs. recommended for future growth.
This stage of your succession plan is often the most time consuming and labor-intensive. Talent development does not happen overnight, but it is the phase that will make or break the success of your program. To learn more, read our blog on developing your talent.
Create Individual Talent Development Plans for Succession Planning
SIGMA’s Succession Planning Launch Series offers a simple and cost-effective way to build a robust Succession Planning process and ensure your organization’s leadership is positioned for success and prepared for the unknown.
Contact us to learn how we deliver a full year Succession Implementation Plan for each member of your leadership team in just two half-day workshops.