Individual Development Plans (IDP) & Competency-Based Development Training Course

Course Overview

Learning Objectives

• Analyze the principles of competency-based development and its role in supporting organizational strategy and workforce capability on Day 1.
• Evaluate the structure and usability of the participant's existing competency framework or define the core elements of a new one.
• Develop a competency profile for a selected role, including technical, behavioral, and leadership competencies with defined proficiency levels.
• Design behavioral indicators that describe observable performance at each proficiency level.
• Apply competency assessment methods, including self-assessment, manager assessment, multi-source feedback, and practical evaluations, to identify development needs.
• Assess competency gaps and prioritize them based on role requirements, performance impact, and career aspirations.
• Develop a complete individual development plan with SMART development goals, a balanced mix of learning methods, required support, and timelines.
• Apply the 70-20-10 learning model to design development actions that combine experiential learning, coaching and mentoring, and formal training.
• Strengthen line managers' ability to conduct structured development conversations and provide ongoing support.
• Align IDPs with performance management, career paths, talent reviews, and succession planning processes.
• Implement monitoring and evaluation mechanisms to track IDP completion, competency progress, and development outcomes.
• Design an implementation plan to improve the IDP and competency-based development process in the participant's organization by the end of Day 5.

Who Should Attend

Learning Outcomes

• By the end of the course, participants will be able to:
• Explain how competency-based development differs from traditional training-driven approaches and why it produces more targeted results.
• Build a clear and usable competency profile for a specific role with appropriate proficiency levels.
• Write behavioral indicators that allow consistent and fair assessment of competencies.
• Select and apply suitable competency assessment methods for different roles and purposes.
• Analyze assessment results to identify priority development gaps for individuals and teams.
• Write SMART development goals that link directly to identified competency gaps.
• Design an IDP that uses a practical mix of on-the-job assignments, coaching, mentoring, self-directed learning, and formal training.
• Conduct a structured development conversation that builds employee ownership and commitment.
• Integrate IDPs with performance reviews, career paths, and succession plans.
• Track and review IDP progress and measure improvement in competency levels over time.
• Consolidate individual development needs into team and organizational development priorities.
• Present a practical plan to strengthen the IDP process, tools, and manager involvement in their organization.

Course Outline