A colleague once told me, “I want to be a better leader—and enhance my career growth, but I don’t even know where to start.”
Maybe you’ve felt that way, too.
The truth is, leadership doesn’t come with a rulebook or a one-size-fits-all blueprint. And it’s not something we’re born with—it’s something we grow into, one intentional step at a time.
What I shared with my colleague that day still holds:
Leadership is about people—not power.
And becoming the kind of leader who inspires real change?
That takes deliberate planning, emotional intelligence, and the willingness to grow—professionally and personally.
To begin this leadership journey, it’s essential to recognise that leadership is a dynamic process that involves continuous learning and adaptation. It’s about building a leadership culture that embraces change and fosters an environment where leaders and their teams can thrive. Defining the type of leaders needed is the first step in creating an effective leadership development plan. A well-crafted leadership development plan includes setting clear goals, identifying relevant training experiences, and establishing a timeline for skill enhancement. This means focusing on areas needing improvement and actively engaging in professional growth activities that align with your personal and organisational aspirations.
Moreover, effective leadership requires self-awareness and the ability to embody core values that resonate with your team. It’s about creating a personal leadership development plan as a structured framework to guide your progress. Personal leadership development goals often include skills such as improving communication skills, enhanced decision-making, and increased self-awareness. This action plan should include actionable steps and measurable goals that help you track progress and adapt to new challenges.
Ultimately, becoming a good leader is not just about achieving business success; it’s about cultivating a sense of purpose and connection within your team. Empowered and well-trained leaders create an environment of trust, open communication, and growth. It’s about empowering others to reach their potential and creating a legacy of capable and skilled leaders who can navigate the complexities of the modern workplace with confidence and clarity.
What Is a Leadership Development Plan?
Think of a leadership development plan as a compass—it doesn’t guarantee the path will be easy, but it helps ensure you’re heading in the right direction.
At its core, a leadership plan is a structured roadmap designed to:
Clarify your leadership goals and vision
Identify areas for growth
Develop skills aligned with both personal and organisational needs.
Track your progress over time
Ensure that goals follow the SMART criteria: specific, measurable, achievable, relevant, and time-bound. This will provide a clear and structured path for development.
Whether you’re an aspiring team leader or a senior executive, this development plan example for leadership is your foundation for growth—and your opportunity to lead with purpose. A leadership development plan combines skill-building activities, training programs, mentorship opportunities, and self-assessment mechanisms.
It typically includes:
A personal vision statement grounded in your core values
A set of SMART leadership development goals
Thoughtful development activities that stretch your capabilities
A clear timeline and accountability structure to help you stay on track
“In preparing for battle, I have always found that plans are useless, but planning is indispensable.”
—Dwight D. Eisenhower
It’s not about having all the answers—it’s about staying committed to growth.
Why Leadership Development Isn’t Optional Anymore
Let’s be honest: leadership challenges are growing more complex every day.
People crave clarity, direction, and empathy from the people they follow. That’s why leadership development is no longer a nice-to-have; it’s a business necessity.
When organisations invest in leadership development plans, they build invaluable leadership skills. Leadership development helps in succession planning by ensuring a smooth transition of leadership roles. Structured development plans are particularly crucial as senior leaders retire, ensuring continuity and stability within the organisation.
A pipeline of future leaders who are ready for what’s next
Higher employee engagement and retention
Stronger company culture built on trust
A smoother succession as senior leaders retire
More agile, adaptable responses in times of change
Leadership development activities contribute to employee engagement and retention rates.
Leadership development isn’t just about preparing for the future but impacting performance today. As highlighted by AmTrust Financial, organisations that invest in leadership development—especially at the front-line level—see measurable improvements in productivity, morale, and overall business outcomes. Effective leadership development directly impacts an organisation’s performance and competitiveness, leading to better business results and higher financial performance.
But beyond metrics and KPIs, effective leadership is about something more profound:
Empowering people to do their best work, together.
How to Create a Personal Leadership Development Plan
A leadership development plan doesn’t start with goals but with reflection on current leaders. A personal leadership development plan will begin by assessing the author’s current situation, including strengths, weaknesses, and opportunities for growth.
Here’s a step-by-step framework to help you craft your own:
1. Start With Self-Awareness
What are your natural strengths?
Where do you feel stretched or stuck?
Use feedback from your team, manager, or tools like 360-degree assessments to better understand how you lead today. Building self-awareness is essential because we can’t grow from what we don’t understand.
2. Write a Personal Vision Statement
“To lead with empathy, courage, and clarity—empowering others to find their voice and grow their potential.”
This isn’t fluff. It’s a grounding reminder of why you show up every day.
3. Set SMART Leadership Goals
Specific – What exactly do you want to develop?
Measurable – How will you know it’s working?
Achievable – Is it realistic for your current role?
Relevant – Does it align with your long-term growth?
Time-bound – What’s your timeline?
Example: “Improve team communication by launching weekly feedback sessions and boosting team satisfaction scores by 15% within 6 months.”
4. Choose Development Activities That Stretch You
Leadership training programs on communication, strategy, or conflict resolution
Shadowing senior leaders to observe different leadership styles
Joining Toastmasters or hosting regular team huddles to refine public speaking
Reading leadership books (Start with “Dare to Lead” or “Radical Candor”)
Pursue certifications aligned with your goals – Start with flexible options like Coursera (e.g. University of Michigan’s “Leading People and Teams”) or LinkedIn Learning. For deeper learning, explore Harvard Business School Online or MIT Sloan.
These are the development opportunities that turn learning into lasting change.
5. Create an Accountability System
Block out time for growth in your calendar. Set regular check-ins with a mentor or coach. Use a leadership development plan template to track progress and celebrate wins.
Growth doesn’t happen in a straight line, but it does require commitment.
Real Leadership Development Plan Examples
Leadership isn’t one-size-fits-all. These real-world development plans illustrate how individuals at different levels—emerging, mid-level, and executive—can build influence and lead with impact.
Example 1: The Aspiring Team Lead — Building Trust Through Communication
Vision: Lead with empathy and foster a culture of trust
Primary Goal: Strengthen communication skills to reduce misunderstandings and boost morale
Action Plan:
-
Enroll in an Active Listening Course
Enhances trust and clarity in communication by improving conflict resolution and relationship-building.
Data Insight: Active listening is widely recognised as essential for effective communication and team cohesion in leadership. -
Facilitate Weekly Stand-Up Meetings
Enhances collaboration and team communication.
Data Insight: Stand-up meetings are a standard practice in agile teams, improving responsiveness, transparency, and engagement. -
Request Monthly Peer Feedback
Encourages self-awareness and helps identify blind spots.
Data Insight: Continuous feedback supports leadership adaptability and personal development. -
Join a Public Speaking Program (e.g., Toastmasters)
Builds confidence, presence, and clarity in communication.
Progress Checks:
Use short pulse team surveys and biweekly self-reflection journal entries to monitor communication effectiveness and emotional growth.
Summary:
This plan supports emerging leaders in developing emotional intelligence, establishing credibility, and improving team communication—essential foundations for future leadership success.
Example 2: The Mid-Level Manager — Scaling Strategy and Mentorship
Vision: Become a strategic leader who mentors future talent
Development Goals: Strengthen strategic thinking, mentoring, communication, and cross-functional influence
Action Plan:
-
Improve Strategic Thinking
Attend strategic planning workshops and study leadership decision-making models.
Why It Matters: Mid-level managers must align team execution with broader organisational goals.
Data Insight: Strategic thinking helps prioritise resources, plan long-term, and lead with foresight. -
Mentor To Emerging Leaders
Conduct monthly mentoring check-ins and assign real-world leadership challenges.
Why It Matters: Supports leadership pipeline development and enhances the mentor’s own leadership capabilities.
Data Insight: Mentoring improves interpersonal skills, job satisfaction, and knowledge transfer across teams. -
Enhance Conflict Resolution Skills
Facilitate mediation or lead resolution efforts in cross-functional teams.
Why It Matters: Helps align goals across departments and resolve conflicts constructively.
Data Insight: Conflict resolution practices reduce turnover and contribute to healthier team dynamics.
How to Measure Success:
Track progress using 360-degree feedback, team performance KPIs, and regular reflection with an executive coach.
Summary:
This plan enables mid-level managers to lead beyond their departments, mentor strategically, and align performance with broader business objectives.
Example 3: The Senior Leader — Leaving a Legacy
Vision: Drive cultural transformation and develop the next generation of leaders
Focus Areas: Change leadership, storytelling, succession planning, and external thought leadership
Short-Term Goals:
-
Master Change Leadership
Complete an executive-level change management training program.
Why It Matters: Senior leaders must guide teams through uncertainty and transformation.
Data Insight: Prosci reports that projects with effective change leadership are significantly more likely to meet objectives. -
Improve Stakeholder Communication Through Storytelling
Use narrative-driven communication in internal presentations and strategic announcements.
Why It Matters: Storytelling fosters clarity, connection, and alignment with organisational goals.
Data Insight: Storytelling enhances leadership impact by making messages more memorable and persuasive.
Long-Term Goals:
-
Mentor a Successor
Host leadership roundtables and offer targeted one-on-one coaching.
Why It Matters: Prepares future leaders, supports continuity, and reinforces cultural values.
Data Insight: Deloitte highlights that most organisations struggle with succession planning despite recognising its importance. -
Build External Thought Leadership
Deliver keynote speeches and publish insights in industry journals or blogs.
Why It Matters: Establishes credibility, attracts talent, and positions the organisation as a leader in its field.
Data Insight: Edelman’s B2B Thought Leadership Study shows that high-quality thought leadership significantly enhances brand perception.
Evaluation Methods:
Use monthly CEO check-ins, peer and board-level feedback, and annual legacy reviews to assess progress and long-term impact.
Summary:
This plan empowers senior leaders to leave a lasting legacy by mentoring future talent, communicating vision with purpose, and elevating the organisation’s presence inside and outside the company.
The 5 E’s of Leadership Development
If you’re looking for a simple way to remember how leadership grows, try the 5 E’s:
- Envision – Clarify your purpose and what kind of leader you want to be. This involves crafting a personal vision statement that aligns with your core values and aspirations. By envisioning your leadership path, you set a clear direction for your growth and development.
- Engage – Build trust and connect with your team through open communication and active listening. Engagement is about fostering strong relationships with colleagues, creating an environment where everyone feels valued and heard. This connection enhances employee engagement and contributes to a positive organisational culture.
- Energize – Inspire with passion and clarity by embodying the enthusiasm and motivation you wish to see in your team. Energising others involves leading by example and demonstrating adaptability when facing challenges. It’s about igniting a shared sense of purpose that drives collective progress.
- Enable – Give others the tools and support they need to succeed. This includes providing development opportunities, offering constructive feedback, and empowering team members to take on leadership roles. You build a pipeline of capable leaders who can contribute to the organisation’s success by enabling others.
- Execute – Follow through and measure impact by implementing actionable steps and tracking progress. Execution requires setting SMART goals and using a structured framework to ensure accountability. You enhance your leadership effectiveness by evaluating outcomes and adapting strategies based on feedback.
It’s not about doing more—it’s about leading better. By focusing on these five key components, you can build a leadership development plan that is both comprehensive and impactful.
The Real-World Challenges (and How to Overcome Them)
Let’s be honest—leadership development doesn’t always go smoothly. Maintaining enthusiasm and engagement during the development journey can be challenging, especially when real-world pressures get in the way. However, staying committed to the process and finding ways to stay motivated can make a significant difference in achieving leadership growth.
Here are some common roadblocks that aspiring leaders, team leaders, and even senior leaders face—and actionable strategies to move past them, backed by insights and examples from real leadership journeys:
Time Constraints
Carving out time for leadership growth in today’s fast-paced business environment feels like a luxury. But the truth is, you have to protect time for personal growth like you protect time for meetings or deliverables.
Case in point: Satya Nadella, CEO of Microsoft, is known for prioritising learning—even with a schedule packed with global responsibilities. He blocks time for reading, reflection, and personal development, reinforcing the belief that great leaders always learn.
As highlighted by Forbes, leadership development must be intentional and treated as a strategic priority—not something to fit in when convenient.
Action Tip: Block recurring time each week in your calendar and treat it as non-negotiable. Consistency is key, whether it’s 30 minutes for reflection, mentoring, or learning.
Unclear Goals
Leadership development can feel like spinning wheels without a clear vision of success. SMART goals bring structure and purpose to the process.
Example: A manager at Google once shared in a Harvard Business Review study that after struggling with vague growth expectations, they implemented SMART goal tracking to clarify development outcomes. The result? Increased confidence, focused development, and greater team alignment.
Action Tip: Set goals like:
“Enhance strategic thinking by completing a planning workshop and leading one cross-functional initiative within the next quarter.” Then revisit and refine regularly.
Feedback Fear
Receiving feedback can feel uncomfortable, but it’s essential for effective leadership.
Real-world insight: Brené Brown, leadership researcher and author of Dare to Lead, emphasises that vulnerability and feedback go hand in hand. Leaders who embrace difficult conversations often unlock the greatest growth. Similarly, a multinational retail company manager overcame feedback anxiety by initiating anonymous team surveys. The insights revealed both blind spots and unexpected strengths, ultimately leading to higher team morale.
According to Gallup, employees who receive regular feedback are 3.6 times more likely to be engaged.
Action Tip: Start with micro-feedback—simple check-ins like, “What’s one thing I could do better this week?” can ease you into building a culture of continuous improvement.
Lack of Accountability
Example: A mid-level leader in a healthcare organisation is committed to weekly check-ins with a peer coach. That accountability structure keeps goals on track and creates a space for reflection, encouragement, and course correction.
According to a report by the Institute for Corporate Productivity (i4cp), organisations that emphasise accountability in their leadership development efforts are significantly more likely to outperform their peers in business performance.
Action Tip: Pair up with a mentor, coach, or peer. Schedule bi-weekly conversations to discuss wins, challenges, and progress. Knowing someone else is walking the path with you can make the journey feel more achievable—and less lonely.
Leadership development is real work, and yes, it comes with real challenges. But by acknowledging these obstacles and committing to actionable strategies, you create momentum—and momentum fuels progress.
Let your leadership journey be shaped not by perfection, but by purpose, persistence, and people.
Why Human-Centered Leadership Planning Works
When you lead with heart, you build more than a team—you build trust, culture, and momentum.
A strong leadership development plan connects your personal growth to the greater mission of your organisation. It cultivates:
A shared sense of purpose
Higher employee engagement
A leadership culture grounded in authenticity
A clear path forward for future leaders
“Leadership is not about you. It’s about the people. The leader’s role is to serve, elevate, and create space for others to thrive.”
— Joseph Wong, RiseUp Global
Ready to Start?
The first step in becoming a better leader isn’t big—it’s intentional. It begins with a commitment to self-reflection and a willingness to grow beyond one’s current skills and capabilities. This journey is about setting clear development goals, understanding one’s strengths and identifying areas needing improvement.
Start by reflecting:
What kind of leader are you becoming? Consider the qualities you admire in leaders around you and how they align with your vision. Consider how you can embody these traits in your daily interactions and decision-making processes.
Then build your personal leadership development plan from there. Craft a roadmap that outlines your leadership aspirations, sets clear goals, and includes actionable steps to achieve them. Use this plan as a structured framework to guide your progress, ensuring you remain focused and adaptable as you encounter new challenges and opportunities for growth.
Remember, every great leader starts somewhere. And that somewhere? It’s right here, with intentional steps and a commitment to continuous growth.
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A trailblazer in humanising leadership and building high-resilience teams. As a former United Nations Peacekeeper, he leverages his high-stakes experience to redefine leadership dynamics. With a career distinguished by numerous accolades, Joseph now helps organizations thrive through a human-centric approach, enhancing performance, productivity, and workplace culture.
