Individual Development Plans

John Grobe has an interesting piece up at FedSmith about how to get the most out of Individual Development Plans. Among other things, he cautions against mandating IDPs if they're inappropriate (for instance, if someone is a year from retirement), and advises:

* Don't wait for your manager to suggest that you develop an IDP. Take the initiative and approach your manager with your desire to improve and/or advance yourself professionally. Ask for a career discussion with your manager. If you don't tell your manager what you are interested in, he/she might never be aware of your career development desires or concerns.

* Don't fill your IDP with training courses and not include any developmental assignments. Training budgets are perennially tight, and lack of money should not derail your career. Challenging work assignments can be of equal or greater benefit than training classes.

* Don't let the IDP gather dust in a drawer, either yours or your manager's. Schedule periodic follow-ups with your manager on your progress toward your developmental goals.

I'd add a note to this. Managers should be careful not to stigmatize IDPs, and suggest they're only for employees whose performance is in need of improvement. All employees can benefit from strategic planning for their careers, no matter how high-achieving they are.