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Leadership Development Plan Template for Excel and Google Sheets

Global HR

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This free leadership development plan template provides a structured framework for managers and employees to collaboratively design and track leadership growth. Its comprehensive design aligns individual development with the organization’s long-term goals, ensuring that leadership skills are cultivated in a measurable and actionable way.

Leadership development plan template overview

This template focuses on detailed progress tracking, goal-setting, and personal development. By aligning employee aspirations with organizational needs, it helps ensure that both the employee and the organization grow together.

Note: This template is suitable for both potential leaders in your organizations, and those already in leadership positions that are eager to further grow in your organization.

Key components of the template are:

  • Highlights from past feedback: This section summarizes feedback from previous evaluations, helping to pinpoint areas of strength and opportunities for growth, ensuring you build on your worker’s strengths while addressing areas that need improvement
  • Career aspirations: Defining the worker’s career goals early on ensures alignment between personal growth and organizational objectives
  • Essential competencies for the new role: Focusing on the critical skills needed for the employee’s future role (such as leadership, strategic thinking, and cross-functional collaboration) ensures that the development plan aligns with the role the worker is preparing for
  • Development focus areas and goals: The focus areas and goals should cover a wide range of leadership, technical, or strategic skills that are essential for the employee's new role—having clear goals ensures that progress is clear and can be evaluated throughout the development plan
  • Development activities: Specific activities, such as training, mentoring, or certifications, to support each development goal—all these steps create a roadmap toward development
  • Budget: If any external resources (like training programs or tools) are required, this section tracks the necessary budget and whether it has been approved
  • Timeframes: Clearly defined timelines for each development activity ensure that progress stays on track. Additionally, regular check-in dates with managers help monitor progress, provide feedback, and adjust the plan as needed
  • Performance metrics: These metrics measure the impact of the development plan. Success is gauged through objective measures like team productivity, leadership effectiveness, or specific project outcomes
  • Evaluation: This final section encourages managers and their team members to reflect on the overall progress and success of the development plan. Feedback from managers and team members, as well as pre- and post-assessments, can be used to provide a holistic view of the worker’s development

The template also includes an activity tracker with an automated progress bar so managers and their team members can quickly gauge the progress toward the goals.

Additionally, we also included a prefilled example to showcase what an effective leadership development plan would look like.

How to use this leadership development plan template

Both managers and employees can use this development plan template to foster collaboration and achieve structured growth. Follow these key steps and best practices to ensure success:

Instructions for managers

  1. Set focus areas: Work with the employee to define up to five key focus areas that are relevant to their role and long-term goals. These areas should address both the individual’s leadership aspirations and the organization’s needs and business objectives
  2. Set goals using the SMART framework: For each focus area, create SMART goals to ensure clear expectations and measurable success criteria
  3. Define development activities: Assign specific activities and initiatives, such as mentoring sessions, training programs, or project leadership opportunities, to each focus area—ensure the activities are actionable and have a clear path toward achieving the goals
  4. Allocate budget: If additional resources are required (e.g., training costs or tools), indicate the necessary budget and ensure it is approved early in the process to avoid delays
  5. Set timelines: Establish deadlines for each development activity and schedule regular check-ins (e.g., monthly) to monitor progress and provide feedback
  6. Track and adjust: Use the template to track progress during check-ins. Check off items using the “Goal completion” section
  7. Support along the way: Provide constructive feedback, and make adjustments to the plan if necessary to keep the employee on track
  8. Completion: Once all activities and goals are completed, conduct a final review to assess whether the worker achieved their goals. Encourage them to reflect on their growth

Instructions for workers

  1. Engage in planning: Collaborate with your manager to define your focus areas and goals. Make sure these areas align with both your career aspirations and the organization’s objectives
  2. Own your action plan: Take responsibility for your development activities. Regularly track your progress and come prepared to discuss it during check-ins
  3. Use resources proactively: If additional resources, such as training or mentorship, are required, communicate with your manager early to ensure you have the necessary support
  4. Prepare for check-ins: Before each check-in, reflect on your progress and note any challenges or areas where you need feedback or assistance. This preparation will ensure meaningful discussions and productive feedback
  5. Be open to adjustments: As your development progresses, be flexible and open to modifying your plan based on feedback or changes in your role or responsibilities
Additional resources

FAQs

Leadership development is the process of enhancing an individual’s ability to lead others effectively. It involves a range of activities and programs designed to improve leadership skills, such as decision-making, strategic thinking, communication, and emotional intelligence.

Leadership development can be tailored for different levels within an organization, from emerging leaders to senior executives. The ultimate goal is to prepare individuals to take on leadership roles that will drive the organization’s success and help them fulfill their potential as leaders.

A personal development plan (PDP) for a team leader is a structured framework that outlines the skills, competencies, and behaviors a team leader needs to develop to improve their leadership capabilities. It helps the team leader:

  • Set personal and professional development goals
  • Identify areas for improvement
  • Define an action plan and actionable steps to achieve those goals

The PDP often includes specific objectives related to leadership, such as improving communication skills, delegation, or team management. It also emphasizes alignment with the organization’s strategic goals, ensuring the team leader’s growth benefits the entire team and organization.

A personal leadership development plan typically includes:

  • Assessment of skills and improvement areas: An evaluation of current leadership skills, strengths, and areas for improvement
  • Goals: Clear, SMART (specific, measurable, attainable, relevant, time-bound) goals aimed at improving leadership capabilities
  • Developmental activities: A set of activities such as leadership development training, mentoring, attending workshops, or leading specific projects that align with the goals
  • Timeline: A timeline for achieving each goal, including key milestones and deadlines
  • Performance metrics: Ways to measure success, such as feedback from team members, improvement in team performance, or specific leadership assessments.
  • Review and feedback: Regular review points with a mentor, manager, or coach to assess progress and make adjustments

To write a leadership development plan, follow these steps:

  1. Perform a self-assessment: Reflect on your current leadership skills and areas where you could improve (development needs)—gather feedback from peers or team members
  2. Set leadership goals: Create SMART goals focused on specific areas of leadership, such as improving team collaboration, emotional intelligence, or empowering others
  3. Identify development activities: Choose specific actions that will help you develop your leadership skills, such as attending workshops, participating in mentorship, or leading cross-functional teams
  4. Set timelines: Establish deadlines and checkpoints to measure progress, ensuring accountability
  5. Track progress: Regularly review your development plan with a mentor or manager. Track the completion of your activities and adjust your goals if needed
  6. Evaluate: After completing the plan, evaluate your progress based on the performance metrics you set. Gather feedback to assess the effectiveness of the plan

An example of a leadership development goal could be: “Improve team communication and collaboration by implementing regular team check-ins and feedback loops. Within six months, aim to increase team engagement scores by 20% as measured by employee surveys.”

This goal is SMART:

  • Specific: Focuses on improving communication and collaboration
  • Measurable: Targets a 20% improvement in engagement scores
  • Attainable: Realistic with the implementation of regular check-ins and feedback loops
  • Relevant: Tied to enhancing leadership skills and team effectiveness
  • Time-bound: Achievable within six months

Explore additional examples of leadership development goals.

The 5 C’s of leadership development refer to five core competencies that are crucial for an effective leader:

  1. Character: The integrity, ethical behavior, and authenticity that a leader demonstrates
  2. Commitment: The dedication a leader shows toward their goals, team, and organization
  3. Communication: The ability to clearly and effectively convey messages, listen to others, and foster open dialogue
  4. Courage: A leader’s ability to make bold decisions, take calculated risks, and stand by their convictions
  5. Competence: The key leadership qualities, skills, and knowledge a leader possesses to perform their role effectively and lead others with confidence

An example of a leadership development program is the “Emerging Leaders Program” offered by many organizations. This program is designed for high-potential employees who are preparing to transition into leadership roles. It typically includes:

  • Workshops on essential leadership skills like decision-making, conflict resolution, and strategic planning
  • Mentorship where participants are paired with experienced leaders within the organization to guide their development
  • Project leadership opportunities where participants take on cross-functional or strategic projects to apply their leadership skills in real-world scenarios
  • Assessments such as 360-degree feedback and leadership style assessments to help participants understand their strengths and areas for improvement

This type of program helps develop future leaders by offering hands-on experience, education, and personalized guidance.

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