Every staff member is expected to complete a development plan dedicated to develop the competencies or specific skills required to achieve their established goals.
Development plans help outline the concrete steps needed to achieve the defined Development Goals. These plans may include various learning opportunities such as training programmes, mentorship, new project assignments, participation in senior-level meetings, facilitation of specific programme sessions, or reviewing educational materials such as videos, books, and articles on relevant topics.
The process of creating a plan helps establish a clear vision of how the proposed goals will be achieved by aiming to:
👉 Break down the objectives into actionable steps
👉 Identify learning and development opportunities, both within and outside the organisation
👉 Create small opportunities to apply and strengthen competencies through practical experience
👉 Build in regular reflection and feedback opportunities to ensure a continuous learning approach throughout the plan
Using a Personal Development Plan (PDP), provides a structured framework to help you identify the small steps and key elements required to reach your goals and develop areas of improvement both, professionally and personally. This process serves as a practical tool to support the achievement of goals: when objectives are broken down into specific actions, it becomes easier to track progress and more feasible to reach the desired outcomes.
It is also a tool that can be integrated into regular performance reviews and 1:1 conversations, it helps emphasise the relevance of your future goals both inside and outside of the organisation. In particular, the it helps work towards personal development in general, without the expectation or guarantee of internal opportunities or promotion. We want to empower colleagues to take ownership of their career development and foster a culture of continuous growth and learning within our organisation.
Identify Resources and Support
Determine what resources, training, or support might be needed to achieve goals or personal development areas. Your Development Plan might include learning activities such as formal training, mentorship, shadowing colleagues, working on new or challenging projects, or self-directed study. The goal is not only to acquire new knowledge or skills, but also to put them into practice in ways that benefit your role, team, and future career path. Use this PDP form to help structure the conversation.
- What resources or support might help you strengthen your OneWSB competencies?
- Is there someone in the organisation with expertise or ongoing projects that could support your development? Could they offer mentorship or collaboration opportunities?
- Are there external training or learning opportunities relevant to your goals that could be considered a valuable investment for the organisation? Reflect across all your goals, you might identify areas where upskilling could lead to stronger performance in your role.
Note: The PDP is a living tool, it can and should evolve as you progress through the year and discover new opportunities for learning and development.
Action Plan
Create a clear action plan outlining the specific steps needed to achieve your goals. Take ownership of your plan, this helps foster empowerment, accountability, and progress tracking throughout the year.
- Consider which goals may be harder to achieve or risk being deprioritised, and plan proactive measures to stay on track.
- Identify which goals are interdependent or tied to specific timeframes, and plan how to approach them constructively.
- Prepare for the mid-year review by setting milestones and reflecting on progress, challenges, and any adjustments needed.
Note for Line Managers: Keep the feedback loop active by encouraging your team members to schedule regular moments to seek feedback from peers. This helps sustain a culture of continuous improvement and learning while measuring progress effectively.
70:20:10 Model of Learning & Development
This model can give you an idea of the types of actions you can include in your Personal Development Plan, keeping in mind that not all skills are developed through formal training, learning opportunities can be endless.
The model is based on research by Michael M Lombardo and Robert W Eichinger, which found that learning and development is most effective when it is a combination of learning approaches.
70% structured on-the-job learning or learning from experience
20% relationship-based learning or learning through other colleagues
10% formal learning or learning through structured courses and programmes
A combination of learning approaches is often called blended learning.
Learning from Experience:
- Working on a new project (individually or with other colleagues)
- Completing different tasks and being given feedback on the completion of those tasks
- Following a procedure manual or online tutorial while completing a task
- Taking on a new role
- Working with a new process or system
- Completing tasks which usefully challenge or ‘stretch’ someone so they learn something new (known as stretch assignments)
- Participating in an organisational event or working group
- Shadowing another team/ colleague or more senior colleagues
- Completing research
- Self-evaluation and reflection
Learning through others:
- Talking with, or receiving a brief from an expert or more experienced person
- Sharing knowledge/insights
- Presenting to the team following training
- Observing colleagues under the direction of your manager: “Why not ask X if you can go with them so you can see...”
- Participating in online forums
- Peer supervision: “How do you think I did there? What would you have done?”
- Discussing and seeking feedback
- Being coached or mentored
- Mentoring, coaching or teaching other colleagues
- Networking
Formal learning:
- Attending courses
- Team training
- New qualifications
- Reading books, journals or articles
- Completing online learning modules
- Further study
Creating a Personal Development Plan is not about correcting poor performance, it’s about building a clear and intentional path toward growth for everyone. Developing competencies takes time, consistency, and thoughtful planning. By using models like 70:20:10, you can explore a wide range of learning opportunities, beyond formal training, that fit your role, interests, and goals.
Investing in your development is a powerful way to take ownership of your career and to contribute more meaningfully to your team and the One WSB. Let your development plan be a living tool, one that evolves with you and keeps you moving forward with purpose. 💟