The 7 Steps of a Good Leadership Development Plan.
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What It’s About
A leadership development plan is a roadmap crafted to help people become leaders not just in title, but in actions, mindset, and capability. The idea is to build a consistent process so that you have leaders ready for today and tomorrow, especially in times of change or uncertainty.
Why It Matters
Organizations that take leadership seriously tend to retain good people, stay resilient, and adapt faster when situations shift. When you have a clear plan, employees feel valued and see a path forward. As a result, you build a pipeline of capable leaders who align with the company’s strategy and values.
The 7 Steps of a Good Leadership Development Plan
- Assess and Identify Talent
Figure out who has potential. Use tools like a 9-box grid to map current performance vs future potential. Select people who are already doing well and are likely to go further. - Secure Buy-In from Stakeholders
It’s not enough for HR to like the idea — leaders, managers, and the employee need to agree. Everyone has to see how this plan aligns with the organization's direction and commits time and resources to it. - Choose the Leadership Style(s)
Determine what type of leadership fits best: coaching, transformational, democratic, etc. In volatile times, agility and adaptability are very important — leaders who can flex their style depending on the situation. - Define Key Leadership Competencies
Decide what skills and traits will matter: communication, cultural intelligence, digital readiness, leading self and others, etc. These will shape the development activities. - Assess Current Competencies Against Those Needs
Check where each participant currently is. What are their strengths? Where are the gaps? That gives you a baseline to build from. - Design the Development Plan
This is where you pick the methods and activities: training courses, mentoring, job shadowing, rotations, etc. Mix formal learning with real experiences. - Use Continuous Feedback & 360-Degree Assessment
After launching the plan, keep checking how it’s going. Use feedback from managers, peers, direct reports. Adjust the plan as required so it stays relevant.
