HOMEMADE STORY CO., LTD

How many times have you filled out an Individual Development Plan (IDP) because HR asked you to? A template here, a goal there, and a few boxes ticked — done and dusted, right?

But the truth is: when done right, your IDP isn’t just a form, it’s your compass. It’s one of the most powerful tools you have to drive your own career growth — and it should be personal, not performative.

Don’t Wait for Permission

The biggest mistake I see is people waiting for their company or manager to map out their career future. But your career isn’t a relay race where someone passes you the baton. It’s a journey that you need to design — and drive.

Over a decade ago, I was lucky enough to have a mentor who gave me a game-changing piece of advice: “Don’t wait for your company to tell you who you should become. You tell them who you’re becoming.” That shifted everything for me. I stopped looking for direction and started building my own.

Whether you’re an employee just starting out or a leader managing a team — IDPs should never be a tick-the-box exercise. It should be a reflection of your goals, growth areas, and the meaningful path you want to walk.

Think Beyond the Job Description

Your development plan isn’t just about climbing the next rung on the ladder. It’s about defining what kind of professional — and person — you want to become. It even goes back to what yoru core values are that you want to live by. Leadership, creativity, innovation, technical expertise, resilience… whatever your vision, your IDP is the place to shape it into steps and pit stops.

For managers and business leaders: take the time to personalize each team member’s plan. Understand their strengths, weaknesses, aspirations. Offer honest feedback and offer stretch opportunities. When people feel seen, understood, and cared about, they grow — and so does your business. As the saying goes – You don’t build the business, you build people and people build the business , so pay attention to your people.

Build Your Own Roadmap

Start by asking yourself:

• Where do I want to be in my career (in next 5 years).
• What are my strengths?
• What skill or experience do I need to learn to bridge the gap?
• Where can I develop those skills/experience: self learning, learning through others, or on the job training?

Write it down. Make it real. And then have the conversation with your manager/boss — not as a request, but as a roadmap you’ve thought through. Because the people who rise are the ones who lead their growth from the front.

It’s Okay If It Changes

Your goals will shift. Your vision will evolve. That’s not failure — it’s growth. Revisit your development plan once a year. Reflect. Adjust. Keep steering. This is your career, and it deserves more than default settings.