Module 3/4 22 min
Development conversation and sustaining
Step 1 / 3·Who is responsible for what?
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Learning objectives — after this module you will:
- Lead an effective development conversation
- Define the employee – manager – L&D roles
- Sustain the IDP with a check-in rhythm
Learn ~7 min
Who is responsible for what?
Clarify roles so the IDP doesn't fall into a gap.
The three roles in an IDP
| Role | Main responsibility |
|---|---|
| EMPLOYEE (owner) | Owns their own development: proposes goals, takes actions, asks for feedback |
| MANAGER (supporter) | Dialogue, give stretch assignments, coach/find a mentor, remove barriers, track via check-ins |
| L&D (enabler) | Provide the competency framework, materials, IDP tools; train managers to hold development dialogues |
Wrong roles = a dead IDP
The classic mistake: the employee treats development as 'HR's job', or the manager treats it as 'the employee's own business'. An IDP lives when the employee OWNS it and the manager ACCOMPANIES — L&D only enables, it can't replace the other two roles.
Key takeaway: Employee owns, manager accompanies, L&D enables — wrong roles kill the IDP.