The Individual Development Plan (IDP) has been created to help helps team members align their career aspirations with their Service Area and Axelerant objectives as per Being Axelerant. In short, we are creating a common ground of what an individual wants to accomplish and what Axelerant wants to get out of it.
Please review your group’s V2MOM AKA strategy page and speak with your Service Area Leads to learn more about specifics like OKRs. Our goal is that when individuals grow, teams grow, and Axelerant grows, benefitting every member of Axelerant.
The IDP provides us with a chance to accomplish a specific responsibility or role with a defined period, typically through technical and behavioral competency development/wiki/spaces/AH/pages/3909091486 and https://axelerant.atlassian.net/wiki/spaces/OA/pages/1447493744/Being+Axelerant#Our-Strategic-Goals-&-Organizational-Objectives.
Kinds of Individual Development Plans
Every employee team member relationship is bidirectional in nature, ; it should be clear how the employee benefits team member and how the employer benefitsbenefit. Reid Hoffman, The Alliance
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Role-focussed
A role-focussed IDP tends to be focussed focused Individual Development Plan focuses on a team member’s L0/Intern to L4/Architect role career path progression. A For example, a team member role-focused IDP , for example, would be growing would grow from L2 to L3 in the next three years or from an early L2 to mid L2 within twelve months.
Transformational
A Transformational IDP allows people to make a real commitment to accomplish something substantive and enables meaningful internal mobility. A Transformational IDP is personalized is personalised with the central promise that the employee will have the opportunity to transform their career and the company. As a Transformational represents a more intense forward-looking commitment than a role-focussed, the default expectation is that both parties want to invest long-term. The transformational IDP is an option specifically for L4 roles and up. Team members ask themselves - premise that team member can remake their careers and Axelerant. E.g., How might we develop ourselves to foster Axelerant’s growth transformation, and how might this benefit our careers? A transformational IDP requires far more thought work and planning. It takes time to create and put into effect.
How do we go about creating our IDP?
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The transformational IDP is an option specifically for L5 roles and up because it requires more thought, work, planning, and implementation time.
How to create my IDP?
1. Build Alignment
While creating your IDPIndividual Development Plan, seek and highlight the a connection between Axelerant’s purpose and values and the team members. This enables both Axelerant and employees to thrive on progress. There needs to , peer and role expectations, and what you would like to accomplish.
There must be sufficient alignment to make the IDP meaningful and impactful for Axelerant and team members.
An introduction to alignment:
You can do this on your own introduce alignment independently or with your coach
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career/reporting managers, peer mentors, performance coach
Think about your life’s journey (: your accomplishments/ , struggles/ , failures/ , wins/ , plateaus/, your values)Picture (Tell a story) of a working day in your life - a year/ 3 years/ or five years from now. What .
How do you see yourself doing your work six months and two years from now?
What does the story tell you about where you need to grow?
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. Document your IDP
Use the Individual Development Plan form to create your IDP. Your IDP will be available on Confluence to encourage one another as we grow and transform. Once you are clear on your IDP, you can convert it into OKRs on PaycorWe recommend that you use the /wiki/spaces/AH/pages/3967418379 to maintain & track your IDP.
What is the Overall Objective of the IDP?
The employee You should define a clear, good enough objective such as role promotion, program management, or corporate initiative ownership. This objective must provide the team members opportunities allow you to grow and further their careersyour career.
Further, the IDP Individual Development Plan duration should be long enough to successfully achieve an that objective, whether it’s in months or years . Some employees successfully. Depending on their goals, some people may have many short IDPs or a few long ones depending upon their goals.
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Role Level
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Typical Role Term
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Typical IDP
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1-year
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Role-Focussed
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2-years
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Role-Focussed
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L2 - Coordinator/Engineer/Specialist II
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3-years
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L3 - Senior Coordinator/Engineer/Specialist
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4-years
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Role-Focussed or Transformational
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5-years
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Role-Focussed or Transformational
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5-years
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Transformational
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What Do the Results of a Successful IDP Look Like for
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team members?
A successful IDP Individual Development Plan should positively impact the team member you and Axelerant. An alternative point of view perspective might be to ask asking how Axelerant will Axelerant transform the team memberyou.
The IDP offers you the team members opportunity to come out ahead by gaining marketable experience via projects, learning new skills, and earning the endorsement and recommendation of others.
Step 3 - Frame the IDP Conversation
These are the keys to having a successful IDP: frequent, consistent, and transparent conversations.
IDP Conversation Structure
Objectives to be accomplished
Timeline for the IDP
Support available
Progress checks via recurring conversations
Choose Leading Key Performance Indicator for Success
TBD
Ensure Consistency
Hold a recurring 1-1 conversation about the IDP.
Use action to demonstrate a commitment to the IDP - planned and ad-hoc follow-ups.
Step 4 - Recurring Check-Ins
Regular check-ins at consistent intervals, like quarterly or by a milestone, must be held. This way, there are explicit conversations to evaluate progress towards the IDP’s desired results jointly. Axelerant’s Your Career - Performance & Promotion is a bidirectional conversation where the company talks about the team member’s contribution. The employee shares whether Axelerant is helping them achieve their career goals.
Performance Coaches
It’s expected that team members will converse with their assigned coach at least once a month. A coach also provides employees with someone that’s always rooting for them to succeed and provide the means.
Documentation & Process
All of these conversations shall be scheduled and logged in Leapsome using the relevant mechanisms and templates.
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What aspects must one consider when reviewing an IDP?
Assess the current and desired state differences by behavior, skills, experiences, expectations, etc.
Ensure the IDP reflects the journey you want to take with clearly defined action items.
Specify start and end dates.
Include relevant reference information around research, courses, etc., to be considered.
Validate goals via SMART: Specific, Measurable, Achievable, Relevant & Realistic, and Time-bound.
What about Mentors, Training, and More?
You must ask for, research proactively, and suggest means to complete your Individual Development Plans. Support systems like mentoring, training programs, and other skills development opportunities can be made available to you
3. Recurring Check-Ins with relevant managers
The key to a successful Individual Development Plan is frequent, transparent conversations about the following IDP aspects.
Objectives to be accomplished.
Timeline for the IDP.
Progress checks.
Support required.
You can schedule and track these conversations in Leapsome using the Check-In–Goals meeting template.
4. As One IDP Concludes, Begin Defining the Next
At least a quarter before you consider the current IDP is scheduled for completion, the employee and their coach should begin discussing the possibility of a follow-on IDP
Step 6 - Follow-up Individual Development Plans
Follow-up of an IDP can be longer or shorter, depending on their new or revised objective.
Mentors, Training, and More
Team members are expected to be proactive in asking for, researching, and suggesting means to complete their IDP. Support systems like Mentoring, training programs, and other skills development opportunities are available to people and paid for by AxelerantIndividual Development Plan completed, you should start on the follow-on IDP.
Resources
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