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INDIVIDUAL DEVELOPMENT PLAN: 10-WEEK PLAN
Leadership Development
A guided plan to grow with intention, one week at a time.
Section I: Defining Your Strengths
Identify your top 3 strengths.
Think about career successes, feedback from peers or managers, and your assessment results.
Reflection Point
How have these strengths helped you succeed already? Which ones will you leverage in this plan?
Section II: My Leadership Development Goal
My leadership goal (specific and achievable in 10 weeks)
Why this goal matters
How does becoming a stronger leader connect to your career and life aspirations?
Where I am today (current reality)
How do I lead today? What feedback have I received about my leadership?
Section III: Action Plan by Phase
Weeks 1-3: Foundation
Learn, reflect, and gather support
Weeks 4-7: Practice
Apply new skills and ask for feedback
Weeks 8-10: Sustain
Consolidate wins and plan what comes next
Support and resources I need
Courses, mentors, tools, budget, time, or people who can help.
Accountability
Who will help me stay accountable, and how will they check in?
Possible obstacles and how I will handle them
How I will know I succeeded (measure of success)
Section IV: 10-Week Progress Tracker
| Week | Focus / action for the week | Reflection / what I learned | Done |
|---|---|---|---|
| 1 | |||
| 2 | |||
| 3 | |||
| 4 | |||
| 5 | |||
| 6 | |||
| 7 | |||
| 8 | |||
| 9 | |||
| 10 |
Section V: Review
Week 5 check-in
What is working? What needs to change in the second half?
Week 10 final review
What did I achieve? What will I keep doing? What is my next 10-week focus?
Appendix: Example Action Steps
- Volunteer to lead a team initiative or cross-functional project
- Give one piece of constructive feedback to a team member each week
- Lead a post-project review and share the lessons learned
- Practice coaching questions instead of giving answers in 1:1s
- Delegate one task per week and coach your team member through it
- Ask for 360-degree feedback from your manager, peers, and direct reports
- Invite a trusted colleague to observe a meeting and share feedback
- Hold a weekly check-in with an accountability partner
- Share your progress with your manager at weeks 5 and 10
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