Leadership: Identity, Influence and

Power
Randal Tame
Personal Development Plan Workbook

Randal Tame 2014

Learning & Development Action Plan

Guide
You will need to complete one of these for each of your Aspirations.
The following is guide. It outlines the steps you will need to go through to construct a detailed
plan to guide you through the remainder of your program. Read the sample L&D Action plan,
then use the accompanying blank Action Plan to draft and then record your own plan. Please
seek advice from an Insight & Influence consultant if you have any questions about this
structure or the planning process.
Aspire

Aspiration This is what you would like to be different at the end of your development program.
It should be expressed in terms of a high level goal you would like to achieve.

Priority How important is this Aspiration to the achievement of your overall career,
performance or business goals? Very important, Important or Less important? Consider business,
work performance and career factors.

Assess

Current Situation What is your current situation re your Aspirations or the level of
performance on your L&D outcomes? What evidence do you have to support this? Do you need
to gather more substantial or detailed evidence? How will you do this? Learning &

Development Outcomes
This involves breaking your Aspiration down into more specific and tangible targets. They may
be skills, knowledge, behaviours or performance standards. Ideally your outcomes would involve
all of these that put together will lead to the achievement of your Aspiration.
What level of performance or expertise on these targets in terms of your skills, knowledge or
confidence do you want to achieve? How will these show in the workplace? Please be specific as
these will be the criteria you will use to guide your L&D actions and evaluate the success of your
development program.

Acquire

Learning & Development Actions

How will you gain the new knowledge, skills and attitudes to achieve your L&D outcomes? What
activities will you undertake, what challenges will you set yourself to move from your current
situation to your desired L&D outcomes and meet the success criteria?

Apply

Workplace Challenges
What projects and activities will you undertake in the workplace to help achieve your L&D
outcomes?
How will your Learning Project contribute to your development? What will you need to do in
your Learning Project to gain and develop the skills, knowledge and confidence required to
demonstrate the targeted behavioural indicators?

Alliances
Who will be working with you to help you achieve your outcomes? Your manager/mentor, coach,
peers and colleagues, staff, customers? Anyone else?

Resources What materials and funding will you need?

Achieve

Evaluation of L&D achievements

How will you track your development progress? What evidence will you use to show that you
have achieved the performance levels you aspire to for each of the behavioural indicators for this
competency? How will you gather and report this evidence?

Randal Tame 2014

Learning & Development Action Plan

Sample
This is a completed example of a L&D action plan. It is not intended as an ideal example but just to give
you an idea of what you could include.

Aspire

Aspiration I would like to improve my effectiveness as a leader with my team.

Priority Very important, Important or Less important?

Assess

Current Situation
My current leadership style is too directive. I feel like I should always know all the answers. I
talk too much and dont listen enough. I still feel more comfortable with being the expert than
being a manager.

Learning & Development Outcomes

Work collaboratively and share plans, information and resources

Team members feel they have a fair say in the direction and activities of the team. They
understand why decisions are made and mostly agree with them.

Encourage debate and open discussion

Team members feel safe to openly express their views. Issues are fully debated by all the
team.

Be an active listener; give room for others and ask clarifying questions
I will ask more questions than I will provide answers. I will take up no more air time than
anyone else.

Acquire

Learning & Development Actions

Improve my knowledge and skills in questioning and listening by reading books and articles and
compare best practices with what I do now. 3 weeks from workshop end.
Investigate best practice in collaborative workgroups and delegation to set myself a standard to
work to. 3 weeks
I will compile a list of a dozen specific new and changed management and communication
behaviours that I will demonstrate in the workplace. 4 weeks
I will ask my team to see which of these they consider most important for me to improve. I will
base my plan around their feedback. 5 weeks
I will develop a staged plan to introduce these fully within 7 weeks.

Apply

Workplace Challenges
Develop a business plan for the introduction of a Performance Management system for my
business unit in consultation with all stakeholders.
Work with each of my team members to create an individual L&D plan
Ensure that my Learning Team sets up clear guidelines for team process that encourages
openness, collaboration and inclusion. Make sure I follow these in my dealings with colleagues
and team members. Share my development plan and seek feedback on my behaviours.

Alliances Mentor/boss, team members, learning group colleagues, coach.

Resources Books and journals. To be determined later.
Achieve

Evaluation of L&D achievements

Ask for feedback on the targeted behaviours in my plan from my team members and learning
group colleagues.
Ask my team if they feel they have a fair say in the direction and activities of the team. Do they
understand why decisions are made and how much agree with them? Do they feel safe to openly
express their views? Are issues are fully debated by all the team?

Randal Tame 2014

Learning & Development Action Plan

Aspire

Aspiration

Priority Very important, Important or Less important?

Assess

Current Situation

Acquire

Learning & Development Actions

Apply

Workplace Challenges

Alliances
Resources

Achieve

Learning & Development Outcomes

Randal Tame 2014