Upon completion of this course, participants will be able to:

• Conduct a thorough skills assessment to identify current strengths and gaps.
• Define clear, future-focused career goals linked to organizational needs.
• Create measurable, short-term development objectives using the SMART framework.
• Identify a diverse range of development resources (e.g., training, projects, mentors).
• Develop a realistic timeline and accountability system for plan execution.
• Prepare a compelling presentation of the PDP for discussion with a manager or HR.
• Differentiate between formal training and experiential learning opportunities.
• Integrate the PDP with the annual performance review and goal-setting process.

• Employees at all levels seeking to advance their careers.
• Managers who mentor or guide their team members' development.
• Individuals preparing for an annual performance review or career conversation.
• New hires seeking to establish a strong foundation for growth.
• High-potential employees with ambitious career goals.

• Individual PDP template creation and documentation exercise.
• Group activity on translating skill gaps into SMART objectives.
• Role-playing a PDP presentation and resource request to a manager.
• Peer review and constructive critique of draft PDPs.
• Case study analysis of how a PDP led to a significant promotion.
• Workshop on identifying stretch assignments within current roles.

Unit 1: Self-Assessment and Vision Setting

• Laying the Foundation for Growth
  • Conducting a comprehensive analysis of current hard and soft skills.
  • Identifying personal values and long-term career fulfillment drivers.
  • Defining the ideal future role (1-3 years out) and required competencies.
  • Gap analysis: charting the distance between current state and future role requirements.
  • Gathering 360-degree feedback from colleagues and managers.

Unit 2: Goal Setting and Objective Definition

• Translating Vision into Actionable Steps
  • Mastering the use of the SMART (Specific, Measurable, Achievable, Relevant, Time-bound) criteria for objectives.
  • Prioritizing development areas based on highest impact and urgency.
  • Distinguishing between short-term tactical goals and long-term strategic goals.
  • Linking individual objectives directly to team and organizational goals.
  • Developing metrics to measure the success of a development initiative.

Unit 3: Identifying Diverse Development Opportunities

• The 70-20-10 Model of Learning
  • Focus on **70% Experiential** (stretch assignments, projects, job rotation).
  • Focus on **20% Exposure** (mentoring, coaching, networking, informational interviews).
  • Focus on **10% Formal** (training, courses, certifications, readings).
  • Researching and vetting external training and certification programs.
  • Developing a reading list and self-study plan.

Unit 4: Building and Finalizing the Plan

• Documentation, Timeline, and Accountability
  • Structuring the Professional Development Plan (PDP) document for clarity.
  • Creating a realistic timeline with key milestones and check-in dates.
  • Identifying internal and external accountability partners (mentor, manager, peer).
  • Allocating resources (time and budget) required for the development activities.
  • Writing a compelling executive summary for the plan.

Unit 5: Presenting and Sustaining the PDP

• Gaining Buy-in and Maintaining Momentum
  • Strategies for presenting the plan to a manager and securing commitment/resources.
  • Techniques for tracking progress and self-monitoring.
  • Adjusting the plan based on new feedback or changing organizational needs.
  • Integrating development progress into weekly and monthly check-ins.
  • Making the PDP a living document for continuous career engagement.