Leadership Development Plan

This is your own plan that you can keep developing as you continue on your leadership journey.

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Time 60 minutes
Participants Self or with manager/ peer/coach
Difficulty Medium
Materials Template provided

In this exersise, you'll be using the Leadership Development Plan - Template to create a plan for your own development. By breaking it down to tangible timebound goals you can evaluate your progress over time. It has also been proven that writing something down makes it more likely that it will happen.



Begin by reflecting on your areas of leadership development. If you haven’t yet identified them we suggest you do the Wheel of life, SWOB analysis or Future-Self Portrait exercise first. If you need help prioritising where to start, try the Prioritise your development exercise.


We can’t do everything! Please select 3-5 areas of development. Don’t forget to continue developing your strengths, rather than only focusing on the areas you’d consider weaknesses.

It might be helpful to reference the Six Capabilities of Social Leadership and refer to specific goals that you've identified.

Csl Capabilities Framework

Download the Leadership Development Plan - Template.


Work through the different boxes of the plan starting with:

  • Goal. What do I want to be able to do better?
  • Success Criteria. How will I recognise success? How will I review and measure my improvement?
  • Actions. What actions will you take to achieve your objectives? What methods will you use? What is the smallest thing you can do now to make progress on your goal?
  • Timeframe. When will you do what? Short term, medium term, long term? Include dates.

When following up on your plan, update the ‘Status’ field:

  • Status. Notes about progress made. Date of a status update?

After filling out your plan, take a moment to do a final reflection. Note down:

  • Who can help you stay on track with your plan? Maybe a manager, mentor, colleague or friend? Sharing our goals with others makes us much more likely to follow through with them.
  • What does success look like? What can you do now to ensure this happens?
  • What does failure look like? What can you do now to prevent or mitigate that?
  • What rewards and celebrations can you treat yourself with, for sticking with your own development?
  • Who will benefit from your development? Why are you doing this in the first place? You might like to revisit the Golden Circle exercise (if you’ve done it) here as a reminder of your ‘why’.
Facilitator notes

Use people other than yourself to help hold you accountable to your development objectives.

By asking your line manager to include your leadership development objectives in your performance review, you will have a scheduled follow up of your plan enabling accountability.

Remember to think creatively about meeting your development needs – a training course can be valuable, but what about meeting at least one inspiring person a month, or ensuring that you challenge yourself to do one new thing etc.

Remember to include activities that bring you joy – you are more likely to do them, and more likely to feel good!


The Leadership Development Template is a basic tool developed by Clore Social Leadership that is meant to be adapted depending on the needs of the participants. It’s used for most of our programmes and for coaching.

Some additional resources that might help you set and fulfill your goals:

Fear-setting’ by Tim Ferriss (13 min video)
Think Small’ by Owain Service and Rory Gallagher (book)


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This practice can help you overcome self-paralysis and take action by separating what you can control from what you cannot.

SWOB Analysis
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SWOB Analysis

Create your own development picture by mapping your Strengths and Weaknesses, Opportunities and Barriers.

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