Sample Development Plan
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Development Plan
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NAME[Confidential]ORG. NAME[Confidential]
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COACH[Confidential]PLAN START DATE1-1-18
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DEVELOPMENT
AREA #1
Courageous AuthenticityDEVELOPMENT OBJECTIVE #1Skillfully tell the truth all the time without blame or judgement, even when it hurts (me).
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KEY ACTIONSACTION 1ACTION 2ACTION 3
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What specific, time-bound steps will you take?Read the book, Principles by Ray Dalio. Highlight the important concepts and identify my biggest takeaways that relate to leaning into conflict. Be prepared to discuss during the coaching calls. Read the book Braving the Wilderness; The Quest for True Belonging and the Courage to Stand Alone by Brene Brown. Highlight key concepts.Use opportunities at executive meetings to be more assertive.
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COMPLETION DATE20-Jan-201815-Feb-2018January 2019
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PERCENT COMPLETE100%100%10%
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KEY PRACTICESPRACTICE 1PRACTICE 2PRACTICE 3
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What practices will you regularly engage in?Work to integrate concepts into regular interactions. Keep a journal of instances where I either exhibit courageous authenticity or fail to do so and document feelings and reactions. Pay attention to situations involving people in senior positions.Use mindfulness practices (Headspace, TM) to be more aware of situations and my reactions to events and change. Draw upon concentration, open-awareness, gratitude and compassion practices regularly.
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FREQUENCY2x a week5x a week
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MEASUREMENTOUTPUTSSELF-ASSESSMENTPEER ASSESSMENT
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How will you know if you've accomplished your development objective?1) Minimum of 15 journal entries to catalogue reflections during executive meetings; 2) Witness changes in my life and the reactions of others: 3) Regular mindfulness pratice at least 5 times per week. Greater confidence to speak out and lean into conflict. Others also notice increased engagement. Quarterly mini-survey by coach of a pre-selected group regarding whether I am more or less effective in this area. The scale goes from Less Effective (-3.0 to 0) to More Effective (0.1 to 3.0).
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EVALUATIONNotes: Mindfulness work is going well as is journaling. Being more reflective with intent to learn through self observation. Baseline (Jan 2018)4/10
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3 months6/103 month2.2
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6 months6 month
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9 months9 month
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12 months12 month
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DEVELOPMENT
AREA #2
Faster Decision-MakingDEVELOPMENT OBJECTIVE #2Make and communicate decisions faster unless the decision needs more time and communicate that too.
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KEY ACTIONSACTION 1ACTION 2ACTION 3
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What specific, time-bound steps will you take?Read the book mBraining: Using your multiple brains to do cool stuff by Grant Soosalu et al. and discuss with coach.Read the book Nudge by Thayer and discuss with coach.Use regular team meetings and 1:1 situations with direct reports to convey faster decisions.
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COMPLETION DATE15-Mar-201815-Apr-2018
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PERCENT COMPLETE100%100%10%
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KEY PRACTICESPRACTICE 1PRACTICE 2PRACTICE 3
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What practices will you regularly engage in?Put concepts from both books into action in work and discuss experiences on a regular basis with coach.Maintain a journal that includes reflections on decision making and my reactions as well as the reactions of others. Try to document situations where I explain my decision-making process so others better grasp what I am thinking and why. Also record times where I make decisions more rapidly and how I and others react to this. Use triple-loop learning to regularly reflect on significant actions: What tactic (1st loop), strategy (2nd), and mental model (3rd) could I have used to be more effective? Document these after action reviews in my journal when appropriate, otherwise do informally.
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FREQUENCY2x a week
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MEASUREMENTOUTPUTSSELF-ASSESSMENTPEER ASSESSMENT
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How will you know if you've accomplished your development objective?Keep people better informed of how I’m making decisions and the timeline for those, and receive feedback that I’m not only keeping people informed, but that I’m also making decisions more rapidly. Regular use of at least a couple decision-making frameworks.Faster decision making! More situational leadership with people aware of actions. Quarterly mini-survey by coach of a pre-selected group regarding whether I am more or less effective in this area. The scale goes from Less Effective (-3.0 to 0) to More Effective (0.1 to 3.0).
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EVALUATIONNotes: I'm doing better on this, and have used a few occasions with proposals, restructuring, and India decision points to practice this. Baseline (Jan 2018)5/10
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3 months6/103 month1.5
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6 months6 month
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9 months9 month
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12 months12 month
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DEVELOPMENT
AREA #3
Systems ThinkingDEVELOPMENT OBJECTIVE #3Clearly integrate systems thinking into strategy and intervention design.
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KEY ACTIONSACTION 1ACTION 2ACTION 3
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What specific, time-bound steps will you take?Read: System Thinking for Social Change by Stroh and discuss with coach the applications of the book into the strategy development and work of the regions I'm responsible for. Read: Simple Habits for Complex Times: Powerful Practices for Leaders by Jennifer Garvey Berger et al, and discuss with coach applications to my leadership and thinking style. Action 3: Read all of the GlobeScan reports on each (principal) country I'm working in and suggested articles on working across and managing in multiple cultures and regions at the same time.

Action 4: Read: Places that Scare You. By Chodron and discuss applications with coach
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COMPLETION DATE15-May-201815-Jun-201815-Jul-2018
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PERCENT COMPLETE50%
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KEY PRACTICESPRACTICE 1PRACTICE 2PRACTICE 3
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What practices will you regularly engage in?Put concepts into action in work and discuss experiences on a regular basis with coach.As part of program/initiative reviews, use a holistic lens to look at the dynamics that are supporting or thwarting progress: Political, Economic, Social, Technological, Legal and Environmental + Cultural + Worldviews / Psychological dynamics of leaders. Regularly review each program's Challenge Statement and adapt program accordingly.Use triple-loop learning to regularly reflect on significant actions: What tactic (1st loop), strategy (2nd), and mental model (3rd) could I have used to be more effective?
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FREQUENCY1x a month1x a month1x a week
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MEASUREMENTOUTPUTSSELF-ASSESSMENTPEER ASSESSMENT
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How will you know if you've accomplished your development objective?Integration of system thinking in work streams at multiple levels of engagement particularly with development of regional plans and priority set of outcomes.Develop system thinking skills and approach to all relevant work that I’m leading and developing. Regularly use system thinking to benefit our work. Outside Assessment: Team sees system thinking skills integrated in work and this is measured by feedback from peers and by Leadership Circle and LDMA scores.

Quarterly mini-survey by coach of a pre-selected group regarding whether I am more or less effective in this area. The scale goes from Less Effective (-3.0 to 0) to More Effective (0.1 to 3.0).
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EVALUATIONNotes: Baseline (Jan 2018)4/10
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3 months4/103 month1
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6 months6 month
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9 months9 month
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12 months12 month
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DEVELOPMENT
AREA #4
Strategy DesignDEVELOPMENT OBJECTIVE #3Ensure each program has a clear strategic direction that helps the organization to thrive.
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KEY ACTIONSACTION 1ACTION 2ACTION 3
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What specific, time-bound steps will you take?Read: 2052: A Global Forecast for the Next Forty Years by Jorgen Randers and discuss with coach the applications of the book on vision/strategic plan development.Read: Good to Great in the Social Sectors By Collins

Document what is relevant from this book to working across multiple regions on strategy development and execution. Discuss concepts and application with coach.
Develop new vision and strategic plan for the key regions and define core programs.

Work with coach on design and execution to best incorporate learning from readings and reflection throughout process.
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COMPLETION DATE15-Aug-201815-Sep-20181-Oct-2018
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PERCENT COMPLETE100%33%
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KEY PRACTICESPRACTICE 1PRACTICE 2PRACTICE 3
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What practices will you regularly engage in?Regular practice of getting up on the balcony and thinking strategically. Do this for at least 1 hour each weekDo 2 day long medicine walks where I reflect on strategy while spending time alone in nature. Do a 2 day vision fast to reflect on global picture and the role of our organization, our team and me in shaping the agenda for the future.
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FREQUENCY1x a weekOtherOther
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MEASUREMENTOUTPUTSSELF-ASSESSMENTPEER ASSESSMENT
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How will you know if you've accomplished your development objective?Strong new strategic plan for the key regions that aligns with global priorities but still engages work at places. Refined and clearly articulated strategies/projects for our areas that are enthusiastically endorsed by the regional team, organizational leadership and volunteer leaders. The teams will feel engaged in the process and excited by prospect of achieving results identified in the plan. Confidence that each program I lead is set up to thrive regarding the clarity of its strategic direction. I am or have been seriously engaged in the process and played an active role in shaping the agenda and engaging key audiences.Teams feels engaged and believes that the process was useful, collective and game changing for each region’s future.

Quarterly mini-survey by coach of a pre-selected group regarding whether I am more or less effective in this area. The scale goes from Less Effective (-3.0 to 0) to More Effective (0.1 to 3.0).
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EVALUATIONBaseline (Jan 2018)5/10
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3 months8/103 month0.5
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6 months6 month
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9 months9 month
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12 months12 month
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