With the inQ Suite, learners can build their Individual Development Plans (IDPs) by choosing from the inQ catalogue of leadership development competencies and action steps… or, you can create your own.
The development planning process is a partnership between employee and supervisor (or coach) that involves reviewing an assessment of the learner’s skills. This assessment provides an understanding of which competencies need to be included in the Individual Development Plan… and our catalogue includes over two dozen options (like Effective Decision Making, Creativity & Innovation, Strategic Planning, and more.)
But the inQ Suite makes targeted customization possible. If our competency catalogue isn’t serving your specialized needs, our system lets you assess and track growth using individually designed competencies that work for YOU.
Whether you are creating your own, or choosing from our catalogue, we recommend the same process for selecting competencies to include in an Individual Development Plan. Development discussions with the employee should focus on identifying gaps, strengths, and weaknesses to focus on in the IDP.
Questions to ask while choosing competencies:
Will this competency help elevate an existing strength?
Does this competency fill a skill gap?
Does the competency address a weakness that impacts job performance?
Are there any competencies that align to current work or organizational goals, expectations, deliverables or accountabilities?
What is the cost and return on investment for developing this competency?
Pro-tip: Your development plan should address two to three competencies. Fewer than two is usually not aggressive enough to see real change in your level of performance or readiness for career growth. More than three may be too challenging, or may signify that your development items are more “just do it” items than significant actions that will help you grow in your career.
The questions and tips above will help you choose the competencies that add the most value to your career, team, and organization. If you need support in talking through competencies, Individual Development Plans, and how inQ can streamline this process, just reach out to a member of our team – we’re happy to help!
inQ is a customizable and responsive suite of tools for assessing talent, building development plans, tracking high-potentials, and managing your full pipeline – including succession planning. Using inQ will result in a team of more resilient and agile leaders, ready to take on challenges in a volatile and complex business environment.
