Building a Leadership Development Plan: A Guide

Developing your leadership style is an ongoing journey—one that is shaped by daily experiences, reflections, and intentional changes. A clear and structured development plan is essential to guide you through this process, ensuring that each step you take aligns with your long-term goals. This guide will walk you through the process of creating a personalized leadership development plan that helps you grow, moment by moment, into the leader you aspire to be.

Why a Leadership Development Plan is Crucial

Provides Direction and Focus

A well-structured development plan gives you a clear path to follow, helping you stay focused on your goals. It serves as a roadmap, guiding your efforts and ensuring that every step you take is purposeful. As Dr. Brené Brown, a research professor and leadership expert, says, "Clarity is kindness." Knowing where you're headed allows you to navigate the complexities of leadership with intention, rather than reacting impulsively to challenges.

This clarity is especially important in the day-to-day moments where leadership happens. Each decision, interaction, and reflection contributes to your growth. Having a clear direction allows you to measure your progress not just by big milestones, but by the subtle shifts in behavior and mindset that occur over time.

Encourages Continuous Improvement

Leadership is not about what you know—it's about how you behave. Great leadership is about consistently showing up, making the right decisions, and treating people well in every interaction. It usually takes years, even decades, to truly master this craft. Those who excel academically often find that their knowledge doesn't translate directly into effective leadership. Leadership isn't about having all the answers—it's about how you handle situations, how you treat people, and how you inspire others through your actions.

The challenge for many, especially those who have been highly successful in academic or technical fields, is realizing that what got them to a certain point isn't what will help them become great leaders. As Adam Grant, an organizational psychologist and author, puts it, being a "learn-it-all" rather than a "know-it-all" is crucial. Great leaders are those who embrace feedback and are always looking for ways to grow—not in what they know, but in how they behave.

This shift from knowing to behaving effectively in leadership roles is where the true development happens. It's in the micro-moments—the small decisions you make every day—that leadership is forged. Feedback is the key to accelerating this process. By receiving regular, objective feedback on your behavior and leadership style, you can get more "reps" in reflecting on and improving your actions. Over time, these small, intentional adjustments compound, leading to significant growth as a leader.

Consider the story of Satya Nadella, CEO of Microsoft, who transformed the company's culture from one of "know-it-alls" to "learn-it-alls." Under his leadership, Microsoft shifted its focus from technical expertise to a culture that values empathy, collaboration, and continuous learning. Nadella's success wasn't purely due to his technical knowledge; it was his ability to encourage a growth mindset and model behaviors that resonated with his team.

For leaders, particularly those who have excelled academically, the challenge often lies in shifting from a mindset of being the expert to one of being a facilitator of others' expertise. This requires humility, emotional intelligence, and a genuine curiosity about people and processes—qualities that are cultivated through continuous improvement and daily practice. Feedback plays a pivotal role in this process, enabling leaders to see their blind spots and areas for improvement.

Aligns with Career Goals

A personalized leadership development plan ensures that your growth is aligned with your long-term career aspirations. Whether your goal is to lead larger teams, take on more strategic responsibilities, or transition into executive leadership, your plan should reflect these ambitions.

However, as you progress, it's important to start thinking beyond your initial 'home' style—the leadership style that feels most natural to you. Dr. Carol Dweck, a psychologist known for her work on mindset, explains that the most successful leaders are those who are open to learning and evolving. While staying true to your authentic self is important, effective leadership often requires adapting to different situations and team dynamics. Your development plan should encourage you to explore and refine your approach, helping you become more versatile and effective in a variety of contexts.

How to Create Your Leadership Development Plan

1. Assess Your Current Skills and Competencies

The first step in creating your leadership development plan is to take a thorough inventory of your current skills and competencies. This self-assessment should include both your strengths and areas where you need improvement. Objective feedback is invaluable here—consider using tools or gathering input from mentors and peers to gain a well-rounded view of your leadership style.

Dr. Tasha Eurich, an organizational psychologist, emphasizes the importance of self-awareness in leadership. In her research, she found that leaders who are more self-aware are more likely to be successful. Start by asking yourself: What are my key strengths as a leader? Where do I struggle? What feedback have I received from others? Understanding your current state is the foundation for effective growth.

2. Set Clear, Achievable Goals

Once you have a clear understanding of your current competencies, the next step is to define what you want to achieve with your leadership development. Your goals should be specific, measurable, achievable, relevant, and time-bound (SMART). For instance, you might set a goal to improve your conflict resolution skills within the next six months or to become more effective in giving and receiving feedback.

When setting goals, think about both short-term and long-term aspirations. Short-term goals might focus on specific skills you want to develop, such as enhancing your communication or decision-making abilities. Long-term goals could include broader objectives, such as transitioning into a more senior leadership role. Remember, leadership development is not just about achieving a title—it's about becoming the kind of leader who can inspire and guide others effectively.

3. Identify Learning Opportunities

With your goals in place, the next step is to identify opportunities for learning and growth. This could include formal training programs, workshops, mentorship, or on-the-job experiences. Adam Grant suggests that one of the best ways to learn is through "deliberate practice"—engaging in activities that are specifically designed to improve your performance, rather than just doing more of the same.

Mentorship, in particular, can be a powerful tool in your development journey. Learning from someone who has walked the path before you can provide valuable insights and shortcuts to success. Additionally, consider participating in peer learning groups or leadership forums where you can exchange ideas and experiences with others in similar roles. Remember, every interaction and experience is an opportunity to learn and grow.

4. Create an Action Plan

Now that you have your goals and learning opportunities identified, it's time to create a detailed action plan. This plan should outline the specific steps you will take to achieve your goals, including timelines, resources needed, and milestones to track your progress.

An effective action plan focuses not just on big milestones but on the small, everyday actions that lead to real growth. As leadership expert Marshall Goldsmith advises, "What got you here won't get you there." Real progress happens in the micro-moments—the daily reflections, the small decisions to act differently, and the intentional changes made as a result of feedback and observations.

For example, if your goal is to improve your public speaking skills, your action plan might include small, daily practices like speaking up more in meetings, seeking feedback after presentations, and reflecting on what worked and what didn't. These micro-moments, tracked and reflected upon over time, lead to significant improvement.

5. Seek Feedback and Adjust

No development plan is complete without regular feedback and the flexibility to adjust your approach as you grow. Brené Brown highlights the importance of vulnerability in leadership—being open to feedback, even when it's uncomfortable, is crucial for growth. Regularly seek feedback from mentors, peers, and team members. This feedback will provide you with different perspectives on your leadership style and help you identify areas where you can improve.

Parafoil can facilitate this process by offering a way to collect feedback, every day. It allows you to monitor your leadership style and its impact on your team in real time, providing insights that can inform your next steps. Remember, the goal is not to stick rigidly to your plan but to adapt it as you learn and grow. Leadership development is a dynamic process, and being open to change is key to becoming an effective leader.

Final Thoughts

A leadership development plan is more than just a roadmap—it's a living, evolving guide that helps you grow as a leader in the micro-moments of your day-to-day work. By assessing your current abilities, setting clear goals, identifying learning opportunities, and creating a detailed action plan, you can make meaningful progress on your leadership journey.

Objective feedback is crucial in this process, and tools like Parafoil can provide the insights you need to stay on track. As you develop, remember to start thinking beyond your initial 'home' leadership style and explore ways to adapt and refine your approach. Authenticity remains key, but flexibility and a willingness to grow are what will set you apart as an exceptional leader.

As John C. Maxwell says, "Leaders must be close enough to relate to others, but far enough ahead to motivate them." By aligning your leadership style with your company culture and strategic goals, and by embracing the micro-moments of learning and growth, you can navigate your leadership journey with confidence.