IDPs

People don't understand why I'm such a big proponent of Individual Development Plans. The reason isn't because it is some magic bullet that makes people more effective or efficient. No, the reason I have been such a strong supporter of IDPs is because it forces two people to have a conversation.

I don't know why this is a problem but Supervisors and Employees do not generally have good conversations. Here is the typical scenario:

Employee - I would like to take training class abc.

Supervisor - Sure, submit form 123 to me and I'll sign it.

Employee - Thanks.

In this scenario the employee got exactly what he was looking for and the Supervisor was helpful in making it happen. The problem is what didn't happen. The Supervisor didn't ask how the training experience would fit into the Employee's short and long-term goals. Further, the Supervisor didn't ask how the training experience would benefit the organization and whether it is even consistent with the needs of the office.

That is why IDPs are so important. An IDP forces the Employee and the Supervisor to have the conversation about the trajectory of the Employee's career. Where does he want to be in 2 years, and 5 years? What are the types of experiences that will help him to get there? This may include training classes, but take the blinders off and look at more than just traditional classes. What the Employee needs is specialized experience. That is what the Supervisor should be looking to create an opportunity for. When it is a knowledge gap, sure, program training. But if the employee wants to go somewhere, professionally, and it aligns with the needs of the organization, it is the Supervisor's job to help him achieve it.

So, an IDP is important because it forces a conversation that doesn't happen nearly enough.