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2 Templates and Examples: Individual Development Plan

Last Updated on August 23, 2026 by Status.net Editorial Team

An individual development plan (IDP) is a valuable tool that helps you identify your goals, strengths, and areas for growth. By creating and regularly reviewing your IDP, you can align your personal development with your professional aspirations, ensuring continued growth and improvement in your career. When crafting your IDP, it is important to include your specific short-term and long-term goals, identified skills to develop, and the necessary resources or support. You may also wish to set specific timelines or milestones to track your progress. To simplify the process, we have provided a complete IDP template and a detailed example to guide you in creating your own. By following this guide, you will be well on your way to designing a strategic professional development plan that will unlock your full potential and elevate your career.

Part 1What Is an Individual Development Plan?

An individual development plan (IDP) is a tool designed to help you identify your professional development needs and set clear goals for personal growth. IDPs can improve your overall job satisfaction and performance, and they are often used by employers to support employee development and retention.

In an IDP, you should include a thorough assessment of your current skills, as well as a list of areas where you would like to develop further expertise. This may involve identifying your strengths, weaknesses, and opportunities for growth. To maximize the effectiveness of your IDP, it’s important to set specific, measurable, attainable, relevant, and time-bound (SMART) goals that focus on your desired outcomes and actionable steps to achieve them. Related: 60 Self-Performance Review Goals Examples

Implementing an IDP in your office can be a valuable way to boost employee performance, job satisfaction, and long-term career development. Consider encouraging your team to create individual plans by providing resources and guidance, scheduling regular progress meetings, and offering relevant training and development opportunities.

You may see this same document referred to as an individual growth plan, an individualized development plan, or occasionally an internal development plan. Regardless of the label, the core purpose stays consistent: connecting your day-to-day work to a clear, trackable growth path.

Part 2The Importance of Individual Development Plans

Employee Engagement and Retention

An individual development plan (IDP) is a valuable tool for improving employee engagement. By investing in your employees’ professional development, you show that you care about their long-term goals and career success. This can lead to higher job satisfaction, increased motivation, and ultimately, better retention rates.

Career Growth and Succession Planning

IDPs can also support career growth and succession planning within your organization. By actively identifying your employees’ strengths and areas for improvement, you can help them pursue their career aspirations. Moreover, you can align their professional goals with the needs of your company, ensuring a pipeline of qualified candidates for key positions in the future.

Performance Improvement

Implementing IDPs can lead to significant performance improvements as well. By setting clear expectations and measurable objectives, employees are better equipped to focus on their areas of growth. Additionally, regular performance reviews and monitoring of their progress can help keep them accountable and invested in their development. This not only benefits the individual employee but also contributes to the overall success of your organization.

It helps to separate an individual development plan from a performance improvement plan (PIP), even though the two share some structural similarities. An IDP is a growth-oriented document, and most employees create one whether or not there is a performance concern. A PIP addresses a specific performance gap and often comes with a shorter timeline and closer oversight from a manager or HR. Some organizations use the term individual performance plan to describe a hybrid document that blends development goals with performance metrics tied to a current role. If your organization uses this term, expect it to include the same goal-setting and action-step structure as an IDP, with an added emphasis on meeting existing job expectations.

Part 3Components of an IDP

Goals and Objectives

When crafting your Individual Development Plan (IDP), it’s crucial to establish clear goals and objectives. Ensure that your objectives are SMART (Specific, Measurable, Achievable, Relevant, and Time-bound) to set a strong foundation for success. Consider both short-term and long-term aspirations as you outline your desired milestones.

Strengths and Weaknesses

Identifying your strengths and weaknesses is vital in developing a well-rounded IDP. Your strengths can be areas where you naturally excel, such as communication skills or proficiency in software like Excel. Recognize and list your weaknesses, as well, to help you target areas for improvement and growth.

Common strengths listed in an IDP often include:

  • Strong written and verbal communication
  • Analytical or data-driven decision making
  • Reliability and time management
  • Collaboration and teamwork
  • Technical proficiency in a specific tool or platform

Common areas for improvement that show up across many plans include:

  • Delegation or trusting others with responsibility
  • Public speaking or presenting to senior leadership
  • Conflict resolution
  • Strategic or big-picture planning
  • Adapting to new technology or processes

When listing weaknesses, frame each one as a specific growth area rather than a fixed trait. “Improving delegation skills by assigning two ongoing tasks per quarter” reads far more actionable than simply writing “poor delegation.”

Action Steps

Once you have determined your goals and assessed your strengths and weaknesses, it’s time to outline action steps. These are specific, manageable tasks that will lead you toward accomplishing your objectives. Be thorough in your planning, and ensure that your action steps provide a clear path toward achieving both short-term and long-term goals.

A step-by-step action plan breaks a broad goal into manageable pieces. For example, if your goal is to improve public speaking skills within six months, your action steps might look like this:

  1. Join a local speaking club or similar practice group within the first month.
  2. Volunteer to lead one team meeting per month.
  3. Record and review two practice presentations.
  4. Request feedback from a mentor after each speaking opportunity.
  5. Present at a company-wide meeting by month six.

Each step works best when it has a clear owner, a resource requirement, and a target date attached to it. That level of detail is what turns a vague intention into a plan you can actually follow.

Timeframes

Establishing realistic timeframes for each action step is essential in holding yourself accountable and measuring progress. For each action step, set a target completion date. Remember to give yourself enough time for each action, and be prepared to adjust your timeframes as necessary throughout the implementation process.

Sample IDP Goals and Objectives Across Different Focus Areas

Because goals are the foundation of any IDP, it helps to see how they translate into real language. The examples below are grouped by focus area, so you can adapt the wording to your own role.

Leadership and management goals:

  • Lead a cross-functional project team within the next nine months.
  • Complete a formal leadership training program and apply at least two techniques within the following quarter.
  • Improve delegation skills by assigning three ongoing responsibilities to team members within six months.
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Communication and collaboration goals:

  • Deliver one presentation to senior leadership per quarter.
  • Improve written communication by completing a business writing course within four months.
  • Build stronger cross-departmental relationships by attending two interdepartmental meetings per month.

Technical and functional skill goals:

  • Achieve a professional certification relevant to your field within 12 months.
  • Learn a new software platform used by your department within three months.
  • Increase proficiency in data analysis to support decision-making within six months.

Short-term versus long-term framing matters too. A short-term IDP goal example might be “complete an introductory course within 60 days,” while a long-term goal example might be “become eligible for a senior role within three years.” Pairing at least one short-term goal with each long-term goal keeps the plan from feeling distant or abstract.

Part 4Creating an Individual Development Plan

Self-Assessment

Begin by conducting a self-assessment to evaluate your current skills and identify areas for improvement. Use performance reviews as a starting point and consider the following steps:

  1. Reflect on your strengths and weaknesses
  2. Determine your career goals and desired outcomes
  3. Identify skill gaps between your current abilities and future goals
  4. Create a plan to address these skill gaps

Related: 20 Examples of Strengths for Self Evaluation

20 Self-Evaluation Weaknesses Examples

A thorough self-assessment often works best when guided by specific questions rather than open reflection alone. Consider asking yourself:

  • Which tasks energize me, and which drain me?
  • What feedback have I received repeatedly from managers or peers?
  • Where do I fall short of the requirements for the role I want next?
  • What skills would make the biggest difference in my current role over the next 12 months?
  • Am I more limited by technical skills, leadership skills, or visibility within the organization?

Writing out honest answers to these questions before you set goals tends to produce a far more useful IDP than starting with a list of skills you think you should want.

Mentorship and Feedback

Seek out mentorship and feedback from colleagues, supervisors, or industry professionals. It can be tremendously helpful to have experienced individuals provide guidance and advice. Use their feedback to:

  • Refine your self-assessment and skill gap analysis
  • Gain insights into industry trends and opportunities
  • Develop new skills or further improve existing ones

Establish regular check-ins with your mentors to track your progress and maintain accountability.

Career and Skill Development

Explore development opportunities to acquire new skills and enhance your career prospects. Consider the following options:

  • In-house training programs
  • External workshops, seminars, or courses
  • Professional certifications
  • Online resources and self-paced study materials

Remember to align these opportunities with your self-assessment results and feedback from mentors.

Building a Career Map to Guide Your Development Plan

A career map is a visual or written outline of the roles, skills, and experiences that connect your current position to your desired future position. Building one before you finalize your IDP gives your goals a clearer sense of direction.

To create a simple career map:

  1. Write down your current role and your target role, whether that is a promotion, a lateral move, or a different career path altogether.
  2. List the two or three roles that typically sit between them, based on how your organization or industry usually structures career progression.
  3. For each intermediate role, note the skills, certifications, or experience that separate it from your current position.
  4. Match those requirements against your IDP goals, so each goal moves you one step closer to the map.

A career map works best when you revisit it every year or two, since organizational needs and personal priorities tend to shift over time.

Part 5Common Mistakes to Avoid When Writing an Individual Development Plan

Even well-intentioned IDPs lose their value when a few common mistakes creep in. Watching for these early can save months of wasted effort.

  • Setting goals that are too broad. A goal like “become a better leader” gives you nothing to measure. Narrow it down to a specific behavior or outcome, such as leading a defined project or completing a specific training program.
  • Copying goals from a template without personalizing them. Templates provide structure, and the goals themselves should reflect your actual skill gaps and career interests.
  • Ignoring organizational needs. An IDP built only around personal preference, with no connection to where the business is heading, often struggles to get manager buy-in or budget support.
  • Overloading the plan with too many goals at once. Three to five focused goals tend to produce better results than a list of ten competing priorities.
  • Skipping the follow-up. An IDP that gets written once and filed away rarely leads to real change. Progress reviews are what turn a document into a development process.
  • Leaving out measurable milestones. Without a way to check progress, it becomes difficult to know whether a goal is on track or has stalled without anyone noticing.

A plan that avoids these pitfalls tends to stay useful well past the first review meeting.

Part 6How to Create IDP

To create your own IDP, consider including the following key components:

  • Personal Information:
    Your name, job title, department, and contact details.
  • Current Skills Assessment (Strengths):
    A list of your skills, experience, and areas of expertise.
  • Development Needs Assessment (Weaknesses):
    Areas where you would like to improve or develop new skills.
  • Objective Statement:
    A clear statement of your career goals and what you hope to achieve through your IDP.
  • Goals:
    Specific, measurable, attainable, relevant, and time-bound goals to work towards.
  • Action Plan:
    Concrete steps, resources, and support needed to achieve your goals.
  • Timeline:
    A timeframe for achieving each goal, including benchmarks and milestones.
  • Progress Tracking:
    A system for monitoring your progress and adjusting your plan as needed.

Part 7Choosing the Right IDP Format for Your Situation

There is more than one acceptable format for an individual development plan, and the right choice often depends on your organization’s culture and how the document will be used.

  • Table or grid format. This is the most common IDP format in corporate settings, since it organizes goals, action steps, resources, and timelines into columns that are easy to scan during a review meeting.
  • Narrative format. Some professionals, especially in academic, government, or research roles, prefer a written narrative that explains the reasoning behind each goal in more depth. This format works well when the plan needs to justify funding for training or education.
  • Worksheet or checklist format. A simpler checklist style works for early-career employees or short-term plans, since it keeps the focus on a handful of concrete action items rather than a full career strategy.
  • Digital or software-based format. Many HR platforms, including Workday, offer built-in IDP modules where goals, check-ins, and manager comments live in one system. This format makes sense for larger organizations that want consistency and reporting across many employees.

Whichever format you choose, the underlying content, meaning goals, skills, action steps, and timelines, stays largely the same. The format simply changes how that content gets presented and tracked.

Part 8IDP Template 1

Self-Assessment Mentorship and Feedback Career and Skill Development
Strengths: Mentor 1: In-house training:
– Communication skills Jane Smith – Project Management Course
– Problem-solving Mentor 2: External workshops:
Weaknesses: John Doe – Leadership Workshop
– Time management Professional certifications:
– Leadership skills – PMP Certification
Goals: Online resources:
– Obtain a management – Time Management Webinar
position within 3 – Leadership eBook
years
Skill Gaps:
– Time management
– Leadership

For example, let’s say you’re a marketing professional seeking to improve your digital marketing skills. Your IDP might include the following:

  • Example of Objective Statement: To become a versatile and skilled digital marketer within two years, proficient in key areas such as content marketing, search engine optimization, and social media advertising.
  • Example of SMART Goals:
    • Improve content marketing skills to the level of industry best practices within six months.
    • Achieve Google Analytics certification within three months.
    • Develop a comprehensive understanding of search engine optimization, with the ability to implement effective strategies within nine months.
  • Example of Action Plan:
    • Attend online courses, workshops, and relevant industry events to learn from experts and gain practical experience.
    • Seek opportunities to collaborate with colleagues on digital marketing projects and initiatives.
    • Allocate time each week for self-study and practice of new skills.

Part 9IDP Template 2

 

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Objective Performance Improvement Plan Skills Development Mentorship & Coaching Goal Setting Action Steps Timelines Tracking & Evaluation
Example Example Example Example Example Example Example Example

Example:

Let’s say you’d like to get a promotion in your marketing department. Your IDP could look like this:

Objective: Become a Marketing Manager in the next two years.

Performance improvement plan: Improve project management skills and acquire higher-level marketing certifications.

Skills development:

  • Learn advanced project management techniques
  • Complete professional certification in digital marketing

Mentorship and coaching: Work closely with your manager or a senior colleague to get guidance on project management and marketing strategies.

Goal Setting:

  1. Complete a project management course within six months.
  2. Obtain a professional marketing certification within one year.
  3. Successfully lead at least three major projects by the end of year two.

Action Steps:

  • Research and sign up for a suitable project management course.
  • Study for a professional marketing certification exam.
  • Request to be assigned to key projects as project lead.

Timelines:

  • Project management course: completed within six months
  • Marketing certification: obtained within one year
  • Lead three major projects: completed by the end of year two

Tracking and evaluation: Regularly review your progress with your manager, seeking feedback on your performance and adjusting your IDP as needed.

Part 10Individual Development Plan Examples by Role and Career Stage

The right IDP goals look different depending on your role, seniority, and industry. The examples below illustrate how the same IDP structure adapts to different career situations.

Individual Development Plan Examples for Employees and New Hires

General employees often focus on strengthening skills needed for their current role while building toward the next one. A typical example:

  • Objective: Strengthen project coordination skills to prepare for a lead role within 18 months.
  • Goals: Complete a project management fundamentals course within six months; shadow a project lead on two initiatives within the year.
  • Action steps: Enroll in the course, request shadowing opportunities, meet monthly with a mentor.

New employees benefit from an IDP that emphasizes onboarding milestones alongside longer-term growth:

  • Objective: Build full proficiency in the core responsibilities of the role within the first 90 days, then begin developing one advanced skill.
  • Goals: Complete all onboarding training modules within 30 days; take ownership of one independent project within 60 days; identify one growth area to pursue with a manager by day 90.
  • Action steps: Schedule weekly check-ins with a manager or buddy, request feedback after the first major task, document questions as they arise for follow-up discussions.

Individual Development Plan Examples for Managers and Supervisors

Managers and supervisors often use their IDP to strengthen people-management skills alongside technical or strategic ability:

  • Objective: Improve team performance management skills within one year.
  • Goals: Complete a management training program within six months; conduct structured monthly one-on-ones with each direct report; improve employee engagement scores on the next survey cycle.
  • Action steps: Enroll in a supervisory skills course, create a one-on-one meeting template, request coaching from a senior manager on giving feedback.

Supervisors closer to the front line sometimes focus on a narrower set of goals tied to daily operations, such as improving scheduling accuracy, reducing turnover on their shift, or mastering a specific piece of equipment or software used by their team.

Individual Development Plan Examples for Leadership and Executive Roles

Leadership-focused IDPs tend to emphasize strategic thinking, influence, and organizational impact rather than task-level skills:

  • Objective: Develop the strategic and interpersonal skills needed to move into a director-level role within three years.
  • Goals: Complete an executive leadership program within 18 months; lead a company-wide initiative with visible results within one year; build a formal mentoring relationship with a senior executive.
  • Action steps: Apply for the leadership program, volunteer to sponsor a cross-departmental project, schedule quarterly meetings with an executive mentor.

Because leadership development often unfolds over several years, these plans benefit from being reviewed and adjusted at least once a year rather than left untouched until the next promotion cycle.

Individual Development Plan Examples for Sales and IT Professionals

Sales professionals often build IDPs around specific performance metrics and client-facing skills:

  • Objective: Increase closing rate and move toward a senior account executive title within two years.
  • Goals: Complete advanced negotiation training within six months; achieve a defined quota increase over two consecutive quarters; build proficiency with the company’s CRM reporting tools.
  • Action steps: Attend a sales methodology workshop, role-play negotiation scenarios monthly with a manager, review win-loss data quarterly.

IT professionals frequently structure their IDPs around certifications and hands-on technical projects:

  • Objective: Build the technical depth needed to move from a support role into a systems engineering role.
  • Goals: Earn a relevant cloud or systems certification within nine months; lead one infrastructure project within the year; build scripting or automation skills through a self-paced course.
  • Action steps: Register for the certification exam, request assignment to a relevant project, dedicate two hours per week to hands-on practice.

Individual Development Plan Examples for Government and Military Roles

Government employees frequently follow a structured IDP format tied to formal grade or classification systems, with goals that map directly to the competencies required for the next grade level. A typical plan might pair a required training course with a detail assignment or rotational opportunity that provides hands-on experience in a target competency.

Military IDPs, including those used in Army professional development programs, generally connect directly to rank progression, required schools, and leadership milestones. These plans often combine mandatory training requirements with self-directed goals, such as pursuing a civilian certification or additional education that supports a future transition. In both government and military settings, the IDP format tends to be more standardized than in the private sector, since it usually needs to align with formal promotion or evaluation criteria.

Part 11Implementing IDP in the Workplace

Manager’s Role in IDP Process

To implement an Individual Development Plan (IDP) in your workplace, it is crucial to understand and emphasize the manager’s role. As a manager, you should collaborate with your employees and HR to develop personalized IDPs. This will help your employees reach their professional goals while contributing to the organization’s success.

During the IDP process, you’ll assist your employees in setting realistic goals aligned with their career aspirations as well as the objectives of your organization. It’s essential for you, as a manager, to offer guidance, provide resources, and create a supportive environment that encourages growth.

Monitoring and Adjusting IDP

An effective IDP is a flexible and dynamic tool that requires ongoing evaluation. To ensure successful implementation, regularly monitor your employees’ progress towards their objectives. Schedule periodic performance reviews, solicit feedback from both employees and supervisors, and adjust the IDP as needed.

How to Run Effective IDP Review Meetings and Discussions

A recurring review meeting is what keeps an IDP from becoming a document that gets written once and forgotten. Most organizations find that quarterly or semi-annual check-ins strike a good balance between accountability and flexibility, though monthly check-ins can work well during the first few months of a new plan.

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Before an IDP discussion, it helps to run through a short checklist:

  • Has each goal made measurable progress since the last review?
  • Do any goals need a revised timeline based on changing priorities?
  • Are there new resources, training budgets, or opportunities that should be added?
  • Has anything changed about the employee’s career interests or the organization’s needs?
  • What support does the employee need from their manager before the next review?

Keeping these discussions focused on specific, observable progress rather than general impressions makes the conversation more useful for both the employee and the manager.

 

Part 12IDP Tools and Software for Tracking Development Plans

Larger organizations often manage individual development plans through HR software rather than standalone documents. Platforms such as Workday include a dedicated module where employees and managers can set goals, log progress notes, and attach an IDP to the broader performance review cycle. Other common approaches include:

  • Performance management suites that combine IDPs with performance reviews and goal-tracking dashboards.
  • Learning management systems (LMS) that link IDP goals directly to available courses or certifications.
  • Shared documents or spreadsheets, which remain a practical option for smaller teams or organizations without dedicated HR software.

Whichever tool you use, the core value of an IDP comes from the habit of revisiting it, and not from the platform itself. A simple spreadsheet reviewed every month tends to outperform a sophisticated software module that nobody opens between annual reviews.

Frequently Asked Questions

What are the key components of an IDP?

An individual development plan (IDP) includes a clear set of goals, a timeline for achieving them, and actionable steps to help you get there. The key components are:

  1. Objective – Identify your long-term career goals.
  2. Skills – Determine what skills you need to develop or improve on.
  3. Action Steps – List specific activities to enhance your skills and work towards your objective.
  4. Timeline – Establish deadlines for completing each action step.
  5. Measurement – Identify benchmarks to gauge and track your progress.

How do you create an effective IDP?

To create an effective IDP, follow these steps:

  1. Self-assess:
    Evaluate your strengths, weaknesses, and career aspirations.
  2. Set SMART goals:
    Choose specific, measurable, attainable, relevant, and time-bound objectives.
  3. Identify the necessary skills:
    Determine the competencies and qualifications needed to achieve your goals.
  4. Develop action steps:
    Map out detailed activities, courses, or projects to improve the required skills.
  5. Collaborate with your manager:
    Seek feedback and support from your manager to ensure alignment with organizational goals.
  6. Monitor and revise:
    Regularly review your IDP to update your goals and make adjustments as needed.

What are some common goals in an IDP?

Common goals in an IDP can vary, depending on your career aspirations. Examples include:

  1. Developing leadership or managerial skills.
  2. Gaining expertise in a specific field or industry.
  3. Enhancing communication or presentation skills.
  4. Learning a new technical skill, such as software programming or data analysis.
  5. Building networking or collaboration abilities.

How can you track progress in an IDP?

To track progress in your IDP, establish regular check-ins with yourself and your manager. Monitor your progress by comparing your achievements to the benchmarks and deadlines set in your plan. Update your IDP as needed to reflect changes in your objectives, skills, or action steps.

What is the role of a manager in an employee’s IDP?

A manager plays a critical role in an employee’s IDP by:

  1. Providing guidance and support in setting realistic goals.
  2. Offering resources, such as training and mentorship opportunities.
  3. Facilitating regular check-ins to assess progress and address challenges.
  4. Advocating for the employee’s growth and development within the organization.
  5. Encouraging the employee to own and take responsibility for their career development.

How can an IDP contribute to career growth?

An IDP contributes to your career growth by providing a structured framework for personal and professional development. By setting clear goals, identifying required skills, and planning actionable steps, you gain a deeper understanding of your aspirations and what it takes to achieve them. Your IDP can also help you navigate potential opportunities within your organization and chart a path for long-term success.

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What is the difference between an individual development plan and a performance improvement plan?

An individual development plan is a growth-oriented document that most employees create to support their long-term career progress. A performance improvement plan addresses a specific, current performance gap and usually comes with a shorter timeline and closer manager oversight. The two documents can share a similar structure of goals, action steps, and timelines, but they serve different purposes.

What does a completed IDP actually look like?

A completed IDP typically fits on one or two pages and includes an objective statement, a short list of SMART goals, the specific action steps tied to each goal, a timeline with target dates, and a section for tracking progress. Many organizations format this as a table so managers and employees can scan it quickly during a review meeting.

What are good IDP goals for leadership roles?

Strong leadership IDP goals tend to focus on influence and organizational impact rather than task completion. Examples include leading a cross-functional initiative, completing an executive development program, building a mentoring relationship with a senior leader, or improving specific people-management skills such as delegation and feedback delivery.

How often should an IDP be reviewed or updated?

Quarterly or semi-annual reviews work well for most IDPs, giving enough time for real progress while still catching issues early. During the first few months of a new plan, monthly check-ins can help build the habit of following through on action steps.

Can software help manage an individual development plan?

Yes. Many HR platforms, including Workday, offer dedicated modules for setting IDP goals, logging progress, and connecting development plans to performance reviews. Smaller teams often manage IDPs just as effectively with a shared spreadsheet or document, as long as it gets reviewed on a regular schedule.

What is the difference between an individual development plan and a career development plan?

The two terms are often used interchangeably. Where a distinction exists, an individual development plan tends to focus on near-term skill and performance goals tied to a current role, while a career development plan takes a broader, longer view of the roles and milestones across an entire career path.

What should I include in an IDP self-assessment?

A useful self-assessment covers your current strengths, the skills you want to build, feedback you have received from managers or peers, and an honest look at what stands between you and your next career goal. Answering specific questions, rather than writing general impressions, produces a self-assessment that translates more easily into concrete IDP goals.

How can I build a career map to support my IDP?

Start by identifying your current role and your target role, then list the intermediate roles that typically connect the two within your organization or industry. For each intermediate step, note the skills or experience required, then match those requirements to the goals in your IDP so each goal moves you closer to the map.