Reimagining IDPs: From Underutilized to Unlocking Human Potential

Individual Development Plans (IDPs) have long been a staple of corporate talent management systems. Yet despite their ubiquity, they often fail to deliver on their promise of meaningful employee growth and organizational capability building. To transform IDPs from administrative burdens into engines of development, we need to fundamentally reimagine their purpose, design, and implementation.

The Current State: Form Over Function

Today's typical IDP process follows a predictable pattern: annual completion of standardized templates, perfunctory conversations between managers and employees, and documents that languish in HR systems until the next review cycle. Research shows that while 61% of organizations have formal IDP processes, only 30% of employees indicate that manager-employee check-ins include employee development topics.

The reality is that most IDPs are compliance-oriented rather than development-focused. They emphasize documentation over dialogue and treat development as an event rather than an ongoing process. “Checking the box” is not enough to help human beings fully develop into the people they have the potential to be.

What's Been Missing: The Critical Elements

To reimagine IDPs as transformative tools, several missing elements must be addressed:

Employee self-knowledge: Many people are not in touch with what generates their greatest energy and satisfaction. When building IDPs they may follow what they think is expected of them rather than what is intrinsically aligned with their inner motivations. When an IDP promises to unlock greater personal fulfillment, employees will be more invested in making daily progress toward their objectives.

Strengths-based approach: Traditional IDPs disproportionately focus on closing performance gaps. Reimagined IDPs balance addressing weaknesses with amplifying strengths, recognizing that exceptional performance comes from leveraging natural talents rather than fixing every shortcoming.

Manager coaching skill: Frontline managers often lack the requisite people skills to effectively coach team members through development planning. While they may have some insight into roles and skills required for success, they may be less confident discussing values and needs that are important to employees.

Shared ownership: The most effective development happens when responsibility is distributed. Employees must drive their growth, managers must coach and connect, and the organization must provide resources and opportunities. Each stakeholder needs clear accountabilities in the process.

Continuous conversation: Annual planning cycles fail to account for rapidly changing business needs and development opportunities. Reimagined IDPs incorporate regular check-ins and adjustments, transforming development into an ongoing dialogue rather than a periodic event.

The Path Forward: Reimagining in Practice

The tru® platform provides whole-person intelligence that forms a solid foundation for IDPs. Each person uncovers their Achievement DNA – the roles, values, needs, and skills that are most energizing and satisfying – and Environment Insights that describe the contextual conditions that help them thrive. Armed with this deep insight, employees and managers can align and collaborate to pursue meaningful development that unlocks their full potential.  

The platform helps create visibility and accountability at all levels. Executives model commitment to development, managers are evaluated on their coaching effectiveness, and employees demonstrate ownership of their growth journeys.

The Reimagined Result

When properly reimagined, IDPs become powerful catalysts for individual growth and organizational capability building. They transform from administrative exercises into strategic tools that drive engagement, retention, and performance. The question for today's organizations isn't whether they have IDPs, but whether those IDPs actually drive development that matters.

By addressing what's been missing and reimagining IDPs as dynamic, integrated growth engines, organizations can finally realize the full potential of strategic development planning.