Building a Development Plan – Creating a Clear Path to Growth

Once your mentee has set SMART goals, the next step is organizing those goals into a plan that supports steady progress. Think of it like building a roadmap: where they are now, where they want to go, and the steps they’ll take to get there. This is where a development plan comes in.

A strong development plan gives your mentee direction, motivation, and a sense of ownership over their journey. It connects the day-to-day wins with the bigger picture—turning ideas into action and long-term aspirations into reality. In this post, we’ll walk through how to co-create a personalized development plan that balances short-term focus with long-term vision—so your mentee keeps moving forward with clarity and confidence.

Why Every Mentee Needs a Development Plan

Without a plan, it’s easy for mentees to drift. They may have ideas, goals, or even motivation—but no structure. A development plan helps:

• Keep them accountable and on track

• Break down bigger goals into smaller, manageable actions

• Create milestones they can celebrate along the way

• Make progress visible, even when growth feels slow

• Align daily actions with long-term aspirations

It also helps you, as the mentor, know how to best support them in each phase of their growth.

Start with the Foundation: Short-Term and Long-Term Goals

A solid development plan includes both:

• Short-term goals (quick wins, current focus, new habits)

• Long-term goals (career aspirations, stretch skills, leadership readiness)

Short-term goals build momentum and confidence. Long-term goals provide direction and purpose.

Example:Short-term: Improve meeting participation over the next month.Long-term: Become a team lead within the next 12–18 months.

These goals work together. As short-term progress stacks up, your mentee starts to see how small steps are preparing them for something bigger.

Co-Creating the Development Plan

A personalized plan is always more effective than a generic one. It should reflect your mentee’s unique strengths, personal values, growth edges, and vision for success. The more tailored it is, the more your mentee will buy in and stay committed.

Think of it this way: A cookie-cutter plan might look good on paper—but a personalized plan feels real, motivating, and doable.

Here’s how to build one together:

1. Clarify the Mentee’s Vision

Start with big-picture thinking. This step connects your mentee to their why—the personal reason behind their growth goals.

Ask reflection-based questions like:

• “What would a successful year look like for you?”

• “If you had your dream role, how would your day feel?”

• “What are you passionate about—even if it’s not part of your current job?”

These questions build emotional investment in the journey ahead.

Tip: Write down their answers and refer back to them when checking progress. This keeps the development plan tied to what matters most.

2. Identify Skills to Build

Once you have the vision, work backward. What’s missing between where they are and where they want to be?

Group the necessary skills into categories like:

• Communication: Presenting ideas clearly, listening actively, giving feedback

• Leadership: Influencing others, decision-making, conflict resolution

• Professional Growth: Strategic thinking, time management, adaptability

If your mentee isn’t sure where to begin, try a strengths and gaps inventory. You can use a simple chart with these columns:

Skill Area	Current Level	Desired Level	Notes/Examples
Delegating Tasks	2/5	4/5	Hesitant to assign work to peers
Giving Feedback	3/5	5/5	Wants to be more constructive

 This quick exercise reveals clear development targets.

3. Set SMART Goals for Each Priority

Help your mentee break these priorities into SMART goals—one per skill area to start. This prevents overwhelm and ensures clarity.

Example for a mentee struggling with delegation: “Over the next 6 weeks, I will delegate at least one task per week to a team member and ask for feedback on my communication after each hand-off.”

This goal is not only SMART—it’s actionable, practical, and confidence-building.

4. Establish a Timeline

A clear timeline anchors the plan in reality. Depending on the goal size and mentoring frequency, set up:

• Weekly check-ins for short-term habits

• 30-60-90 day markers for longer-term changes

• Quarterly reviews for goals tied to performance or promotion

This timeline gives both structure and permission to adjust as needed.

5. Plan Checkpoints

Development isn’t a straight line. Checkpoints are mini-milestones that:

• Reinforce progress

• Offer chances to troubleshoot

• Encourage reflection and course correction

Prompt ideas:

• “What progress are you proud of since last time?”

• “What’s been easier than you expected? What’s been harder?”

• “What are you learning about yourself through this goal?”

Use a Development Plan Template

You don’t have to build this from scratch. Use a simple template or tool like the one provided in the Ready-Made Toolbox section of your book. It helps both mentor and mentee stay on the same page with:

• Clearly stated goals

• Milestones and due dates

• Action steps

• Notes and reflections

Even a shared Google Doc or printable worksheet can work if it’s personalized and regularly reviewed.

Make Adjustments Without Losing Momentum

No development plan will go 100% according to script—and that’s not a failure. That’s life.

While structure is key, the plan should also be able to breathe. As your mentee grows, so will their clarity and direction. Life may also throw in unexpected challenges or opportunities.

When that happens, revisit the plan together. Ask:

• “Do any goals need to shift based on what’s changed?”

• “Are new priorities emerging?”

• “Is there something that’s no longer a fit?”

Encourage your mentee to see mid-course corrections as a sign of maturity, not weakness.

Remind them:

• “It’s okay to revise the plan based on what you learn.”

• “Every step—even detours—can bring clarity.”

• “The best plans are the ones that evolve with you.”

Keep the Plan Flexible

A flexible plan keeps your mentee engaged and supported without feeling boxed in.

Case Example: “Danielle’s Growth”

Danielle, a project coordinator, wanted to become a senior leader within her department. Together, we mapped out a development plan that included both short- and long-term goals.

Short-term goals:

• Start leading small project teams

• Improve feedback delivery through coaching

Long-term goal:

• Prepare for a leadership role in the next 18 months

We created checkpoints every 30 days to review progress. Danielle used a journal to track small wins and reflect on leadership lessons. Within 6 months, she was tapped for a new team lead opportunity—because her growth had become visible, consistent, and intentional.

Final Thoughts: A Development Plan Brings the Journey to Life

Helping your mentee create a development plan is more than organizing goals—it’s helping them see a future they can grow into. You’re giving them a blueprint they can follow, adjust, and build confidence through.

With the right mix of short-term wins and long-term direction, your mentee will stay focused, motivated, and aware of their growth every step of the way.

Coming Up in our next Blog:

Next, we’ll explore how to keep mentoring momentum alive using follow-up templates and check-in tools that reinforce accountability and celebrate progress.