Individual Development Plan Outline Sample

ByLeon Kiprotich Leon Updated on

Individual Development Plan Outline Sample

Mentee’s Name:

Matthew Kraus

Mentor Value Proposition:

Mentee needs to improve on time management. He also has the challenge of balancing work and personal life. I expect that by the end of this mentoring program, Mr. Kraus will be a better time manager. He will also be able to balance between work and personal life.

Mentee’s Vision:

My mentee does not want to experience work-related stress as it affects his personal life. He also wants to have a work/life balance that will enable him to have adequate time with his family. Additionally, my mentee wants to manage his time properly by breaking habits that hinder him from achieving his goals.

Needs Assessment Results:

My mentee does not meet deadlines for most of the tasks he is allocated. He also arrives at work late most of the time. He is prone to giving excuses whenever he arrives late at work. Sometimes my mentee leaves the office late due to a backlog of tasks he accumulates during the week. He also has quarreled with his wife over arriving home late and not taking part in family meetings as he used to do before. My mentee is sometimes absentminded while attending corporate meetings. He also likes gambling making him spend much time and money at the casino.

Short-Term Goals (0-6 months):

In the next 6 months, my mentee should be able to manage time properly. He should also be in a position to complete most of the allocated duties and responsibilities within the set time frame. Additionally, Kraus should reduce the number of hours he spends at the casino within three months so that he can have more time with his family. I also project that my mentee will able to participate fully in all corporate functions after six months. He should also be among the top-performing employees in the organization.

Long-Term Goals (6 months-2 years):

In a period of one and a half years, my mentee should be holding a supervisory position in his department. Kraus should also be among the highly skilled workers in the organization, making him a dependable employee. Moreover, he should have stopped gambling within a year as it eats into his time and contributes to his work stress. Kraus should also be among the highest-paid employees due to performance and commitment to the organizational goals. Additionally, my mentee should be capable of participating in most of the family events to enhance his bond with his kin, thereby relieving him from family-related stressors that affect his performance at work.

Activities to Meet Short-Term Goals:

My mentee should get used to waking up early during working days to ensure he gets to work on time. He should also create a schedule/dairy that guides him on activities he will be undertaking during the day. He must also set his deadlines and try to beat them. Through constant practices of these activities, Kraus will be able to manage time. To reduce his visits to the casino, my mentee should only visit the casino during weekends. He should spend Sundays with his family to avoid family-induced stress. My mentee should prepare in advance for corporate meetings to eliminate boredom and absentmindedness during such functions.

Activities to Meet Long-Term Goals:

My mentee should undergo management training to make him suitable for the position of supervisor. He should also beat targets and complete as any complex tasks as possible to prepare him for this position. To stop gambling, Kraus must reduce the number of visits to the casino to ensure that he completely loses interest in the game by the end of the year. He must also reduce his budgetary allocation to gambling in a gradual manner to ensure that his financial plan excludes gaming by the end of the year. My mentee should set a compulsory Sunday trip for his family to ensure that he spends this day with them.

Mentoring Techniques (to support predetermined activities): 

I will use the technique of active listening to create an atmosphere of mutual trust with my mentee to encourage him to share his challenges with me so that I can begin mentoring him. Through such trust, my mentee can also share his personal experiences that affect his performance at work. I will use the technique of building my mentee’s confidence to enable him to feel capable of undertaking challenging tasks at his workplace. This self-confidence formation will enable my mentee to pursue professional growth goals, enabling him to become a leader in the organization.

Coaching Techniques (to support the predetermined activities):

I will use the technique of planning to teach my mentee how to create a diary so that he can use it to manage time. I will also follow up to find out where the progress and reinforce the need to make good use of time. I will use this diary to find out what time he arrives at work, how many assignments he completed in time, how much time he spent at the casino, and the amount of time he spent with the family. This diary will enable me to gauge my mentee’s progress towards achieving the goals of this program.

I will also set goals that foster productivity and ask for feedback to confirm that he is working towards those goals.

Obstacles or Concerns:

The main obstacle to achieving our goal is gaming as the activity is highly addictive, making it hard for my mentee to quit as soon as expected. This possibility of delayed quitting of gambling may hinder the achievement of most of our goals. Additionally, some families are generally dissatisfied with the roles that their kin play and, as such, may not stop stressing their breadwinners despite their commitment towards them. These continued family stressors may also hinder my mentee from fully benefiting from this program.

References

  • Dolot, A. (2017). Coaching Process And its Influence on Employees’ Competencies in the Hospitality Sector–Case Study. International Journal of Contemporary Management, 16(2), 75-98.
  • McCarthy, G., & Milner, J. (2020). Ability, motivation and opportunity: managerial coaching in practice. Asia Pacific Journal of Human Resources, 58(1), 149-170.
  • Taylor, E. Z., & Curtis, M. B. (2018). Mentoring: A path to prosocial behavior. Journal of Business Ethics, 152(4), 1133-1148.