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.

  1. Development Opportunity Worksheet
  2. Development Actions Form

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:

  1. They structure the development process
  2. 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.

Benefits of Individual Talent Development Plans

Individual Talent development plans are critical for succession planning. They are the roadmap for how you will move employees from being potential candidates to viable successors. Since talent development plans provide a strategy for this development, they can help your company:

  • Take a structured approach to employee development
  • Easily replicate and scale the process
  • Save time and energy
  • Set SMART goals (specific, measurable, achievable, relevant, timely)
  • See results!
  • Attract and retain top talent looking for development opportunities
  • Develop a pool of strong leaders
  • Create an internal leadership development program (a.k.a., leadership pipeline)
  • Show employees you value and are invested in them
  • Improve employee engagement and satisfaction

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.

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