How to Create a Leadership Growth Plan That Feels Like a Map, Not a Maze
Everyone needs a plan. You have project plans, maybe a life plan, a development plan, a financial plan, a career plan, the list goes on, but do you have a leadership development plan?
Here you are, relatively new in your leadership role. In your old position, you knew what your plan should be—or maybe you didn’t have a formal plan but took advantage of opportunities as they came. You could attend a conference, jump on a webinar, or say “yes” to a stretch project. Growth happened, but it was mostly organic.
Now things are different. You’ve got a whole new set of leadership skills you need to learn. Don’t panic. Don’t get more overwhelmed than you already are. Creating a leadership growth plan will help you move forward with clarity and confidence.
Think of your growth plan like you would a project plan.
Step 1: Define Your Leadership Growth Goals
What do you want to accomplish with your growth plan? Write a clear goal and objective for yourself. Just like a project, you want goals that are specific, measurable, achievable, relevant, and time-bound (SMART).
Here’s a sample goal statement for a new manager:
Goal: Within the next six months, I will strengthen my ability to give clear, constructive feedback so my team understands expectations, feels supported, and improves performance.
Success Metric: Hold at least four structured feedback conversations with each direct report by the end of Q2, and gather feedback from my manager and team on clarity and usefulness of my communication.
Step 2: Scope Out the Leadership Skills You Need
What skills should be in your development plan? If you’re unsure, there are skills assessments you can take, or you can ask your manager. But don’t overlook asking your team directly.
Think of it like a live 360. Here’s what that conversation might sound like:
Manager (you): “I’m working on developing as a leader, and part of that means being open to feedback. What’s one thing I do well that helps you succeed, and one thing I could improve that would make your work easier?”
Team Member: “I think you’re really approachable—I can ask questions without hesitation. One thing that would help is clearer priorities—sometimes I’m not sure what’s most important when things get busy.”
Manager: “Thank you—that’s really helpful. I’ll work on communicating priorities more clearly. And please keep sharing feedback—this helps me grow as a leader.”
Step 3: Break Leadership Development into Actionable Tasks
Big skills require small, practical steps. For example, if you want to improve at handling difficult conversations, your task list might look like:
Research workshops or books on having tough conversations.
Enroll in a program or select a resource within the next month.
Role-play a scenario with a peer or mentor.
Apply one technique in your next real conversation.
The key is always identifying your next actionable step.
Step 4: Set Timelines and Deadlines for Growth
A plan without dates is just a wish list. Establish milestones for each skill and schedule them. Whether you use your calendar, project-management software, or sticky notes, map it out visually. This makes your leadership growth plan real, and keeps you accountable.
Step 5: Monitor and Track Your Leadership Development
This is where many managers fall off track. Life gets busy, and suddenly the “plan” is just another file collecting dust. Protect your development the same way you’d protect a key project deadline. Review progress weekly or monthly, adjust when needed, and don’t let one missed milestone derail your momentum.
The Payoff: A Clear Map for Your Leadership Journey
Developing a leadership growth plan makes your development intentional rather than accidental. Instead of saying, “I should really do this course, but I don’t have time,” you’ll be able to say, “This is on my schedule—it’s part of my growth.”
And if you’d like help creating or executing your growth plan, a coach can provide the clarity, accountability, and guidance you need to move forward.
“The single biggest way to impact an organization is to focus on leadership development ”
