Build an IDP that works
Step 1 / 2·SMART goals and 70-20-10 actions
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Learning objectives — after this module you will:
- Write SMART development goals
- Design actions using 70-20-10
- Avoid common IDP design mistakes
SMART goals and 70-20-10 actions
Turn a gap into a concrete goal and actions.
Each IDP goal should be SMART: Specific – Measurable – Achievable – Relevant – Time-bound. 'Improve presentation skills' isn't there yet; 'By Q3, present the monthly report to the board unassisted and get positive feedback' is.
Then, allocate actions by 70-20-10 — and this is where a good IDP most clearly differs from a bad one:
70-20-10 action allocation for one IDP goal
| Ratio | Type of action | Example (goal: presentation skills) |
|---|---|---|
| 70% Experience | Purposeful real work | Take on the monthly report presentation; lead 2 client meetings |
| 20% From others | Coaching, feedback, observation | A mentor gives feedback after each presentation; observe strong presenters |
| 10% Formal learning | Courses, reading | A 1-day presentation-skills course |
The 'all 10%' trap
A bad IDP has only the 10% part — all 'sign up for course X, course Y'. But 90% of development comes from EXPERIENCE and OTHER PEOPLE. If an IDP has no line about 'a stretch assignment' and 'who coaches', it will almost certainly fail.
Key takeaway: SMART goals + 70-20-10 actions; an IDP with only courses (the 10% part) is a broken IDP.