Most IDPs die in shared drives. The cure is mundane and powerful: tie development to business outcomes, practice it on the job, and measure in small, visible ways. As an HRBP, you can design the habit and keep it alive.

A useful IDP names one or two high‑leverage behaviors, links them to real deliverables, and defines what “better” looks like in the next 30–60 days. Move away from abstract traits (“be more resilient”) toward observable outcomes (“close the loop on three difficult stakeholder requests this month without escalation”).

A simple cadence you can teach managers:

• Start: Ask, “What felt unexpectedly hard this week?” Listen for pattern clues.
• Focus: Pick one behavior tied to current outcomes; set a tiny practice.
• Support: Remove friction (template, shadowing, time buffer).
• Measure: Agree on an indicator and log it. Ticks, not essays.

Expect some pushback—this can feel mechanistic. It only does if you forget the human. Celebrate small wins, connect progress to meaningful work, and keep the door open for challenge. Adults bring strengths already; IDPs should amplify them, not fix people.

When you anchor development in real work, it stops being an HR ritual and becomes part of how the team hits targets.

Check out our INDIVIDUALIZED DEVELOPMENT PLAN