Self-Driven
Individual Development Plan
Plan your own growth path
Core Idea
An Individual Development Plan (IDP) is not a learning task assigned by managers to members. It's a growth path that members create by thinking about "who do I want to become." The manager's role is to help and support, not to plan and demand.
How to Implement
Creating an IDP
- Members think about their short-term (6 months) and mid-to-long-term (1-3 years) development direction
- Directions can include: technical depth, technical breadth, management skills, or others
- Create a concrete action plan: what to learn, what projects to work on, what experience to gain
- Managers help align team needs with personal development to find the intersection
Growth Paths
- Technical track: Junior → Mid-level → Senior → Staff / Architect
- Management track: Tech Lead → Engineering Manager → Director
- The two paths are not mutually exclusive — they can be combined
- Define the skills and performance expected at each level
Support Mechanisms
- Consider members' development direction when assigning tasks — assign work that helps them grow
- Provide learning resources: books, courses, conferences, etc.
- Regular 1:1s to discuss development progress and help resolve difficulties
- Offer cross-team or cross-project opportunities to broaden perspectives
Review and Adjustment
- Review the IDP every six months to check progress
- Development directions can be adjusted — people's interests and goals change
- Focus on the growth process, not just the outcome