Leadership Development Action Plan Essay
Leadership Development Action Plan
Employee Name: | |
Title: | |
Supervisor: |
Instructions: How to Use This Template
A Leadership Development Action Plan is a way to build key leadership qualities and competencies in current leaders and potential future leaders.
The Leadership Development Action Plan focuses on building and following up on employee competencies specifically related to leadership. The Leadership Development Action Plan is used to map specific activities and time frames toward employee skills and performance development, with the goal of moving into a leadership or new leadership role. The creation of the plan is both a collaborative effort and two-way commitment between employee and supervisor. Both should retain an up-to-date copy of the document, which should be revisited quarterly or semi-annually.
Employees should consider:
Supervisors should consider:
Leadership Target
List the current and target roles below. Promotion to the target role named is in no way guaranteed, but helps to set a goal for development.
Current Role: | [Describe the current role held by the employee.] |
Time in Role: | [Name start date of current role and/or number of years in role.] |
Target Role: | [Name the target role and the responsibilities of that role. A written job description will suffice. Ideally, the target role is one identified by management as requiring the development of a successor.] |
Time Frame to Reach Target: | [Indicate the time frame for achievement of the target role.] |
Skill Gaps to Develop
To be completed by the employee and supervisor.
Use the table below to document the target leadership qualities, competencies, and skills the employee would like to develop. Assign a “Size of Gap” that reflects the estimated amount of time it will take to fill the gap.
Size of Gap is NOT based on the amount of effort required to fill the gap – instead, it is based on the amount of time it will take for the employee and supervisor, depending on overall organizational capabilities, to access and engage in appropriate training. For example, a fairly minor positive shift in skills development may take a long time if the resources required to develop the skill are not readily available.
Leadership Qualities, Competencies, & Skills | Current Competency Level | Size of Gap
(Lg/Med/Sm) |
Example: Department strategic planning | Project planning | Large |
[Insert quality] | [Insert competency] | [Insert size] |
[Insert quality] | [Insert competency] | [Insert size] |
[Insert quality] | [Insert competency] | [Insert size] |
[Insert quality] | [Insert competency] | [Insert size] |
Action Plan
To be completed by the employee and supervisor.
The table below helps identify methods to fill the skill gaps and achieve the leadership development goals listed above by building a concrete action plan. Think about training sessions, coaching, mentorship, project resourcing, external opportunities, etc. as different ways a quality or competency can be developed.
Leadership Qualities, Competencies, & Skills | |||
Target Quality, Competency, or Skill | Quality Development Method | Timeline for Completion | Measurement of Achievement |
Example: Departmental strategic planning | Attend strategic planning meetings.
Start MBA course |
Dec 30, 2011 | MBA enrollment.
Demonstrated participation in meetings. |
[Insert quality] | [Describe method] | [Date] | [Measure] |
[Insert quality] | [Describe method] | [Date] | [Measure] |
[Insert quality] | [Describe method] | [Date] | [Measure] |
[Insert quality] | [Describe method] | [Date] | [Measure] |
Leadership Development Action Plan Agreement
The employee and supervisor named below agree to the leadership development activities and time frames named above in pursuit of the employee’s target development capabilities. Completion of the activities named above within the specific time frames will be tracked on at least a quarterly or bi-annual basis in the Leadership Development Quarterly Progress Report, and be reflected in both the employee’s and supervisor’s performance evaluations.
_________________________________________ ________________________________
Employee Signature Date
_________________________________________ ________________________________
Supervisor Signature Date
_________________________________________ ________________________________
Departmental HR Representative Signature Date
Leadership Development Quarterly Progress Report
The supervisor is to monitor the employee’s progress and record it on a quarterly or bi-annual basis.
Quarter One Review (Date:______________) | |
Quality/Competency/Skill | Progress |
Quarter Two Review (Date:______________) | |
Quality/Competency/Skill | Progress |
Quarter Three Review (Date:______________) | |
Quality/Competency/Skill | Progress |
Quarter Four Review (Date:______________) | |
Quality/Competency/Skill | Progress |