Plan and Track Talent Development
SIGMA’s Individual Talent Development Plan uses two worksheets that outline a succession candidate’s opportunities, goals, action plans, and milestones for growth and development.
The purpose of these worksheets is to clearly state developmental opportunities and track progress toward goal attainment over time. Although succession candidates should take responsibility for their own development, the talent development stage of your succession plan is best conducted with the help of a trusted leader or coaching partner.
The most effective way to create an Individual Talent Development Plan is after you’ve built Success Profiles for the role you’re succession planning for. We also recommend first identifying candidate skill gaps with the Candidate Succession Profile.
Why Tracking Talent Development is Important
Individual Talent Development Plans are important for two reasons:
- They structure the development process
- They facilitate progress evaluation
Research has confirmed that when individual development is structured and evaluated, it’s more likely to result in lasting behaviour change.[i],[ii] Measuring and monitoring participant’s efforts over time also makes it more likely that concrete objectives will be attained.[iii] Therefore, the Individual Talent Development Plan is important because it allows HR, coaches, managers, etc. to localize and organize their development process, making it more likely that goals will be achieved.
Note: Talent development is often the most time consuming and labor-intensive part of succession planning, but it’s this phase that will make or break your succession planning process. To learn more, read our blog on developing your talent.
[i]Baron, L., & Morin, L. (2010). The impact of executive coaching on self-efficacy related to management soft-skills. Leadership & Organization Development Journal, 31, 18-38.
[ii]Sonesh, S. C., Coultas, C. W., Lacerenza, C. N., Marlow, S. L., Benishek, L. E., & Salas, E. (2015). The power of coaching: A meta-analytic investigation. Coaching: An International Journal of Theory, Research and Practice, 8, 73-95.
[iii]Harkin, B., Webb, T. L., Chang, B. P. I., Prestwich, A., Conner, M., Kellar, I., …, & Sheeran, P. (2016). Does monitoring goal progress promote goal attainment? A meta-analysis of the experimental evidence. Psychological Bulletin, 142, 198-229.