How to Create a Personal Development Plan That Works

April 30, 2025

Hello, team! Mary here, continuing our journey through the I in Team series, where we challenge and empower you to Find, Be, and Build Your Influence. One of the cornerstones of our philosophy is intentional self-leadership, knowing yourself so you can show up better for others.

A personal development plan is a powerful tool in building and sustaining your influence. And yet, for many of us, life gets loud—work, relationships, parenting, and everything in between can make investing in ourselves feel like a luxury. But here's the truth: neglecting your personal development erodes your positive influence over time. We’re here to remind you that just five intentional minutes a day can help you build a plan that truly works.

Start with Self-Awareness

Growth begins with clarity. Before you can create a personal development plan, you must first know where you're starting. This means being honest about your current strengths, values, interests, responsibilities, and opportunities for improvement.

Try performing a personal S.W.O.T. analysis (Strengths, Weaknesses, Opportunities, Threats). Invite honest feedback from people you trust. Ground yourself in reality. Remember, influence without self-awareness is just noise.

Identify Your Development Priorities

Now that you know where you stand, map out where you want to go. Ask yourself:

Do I want to learn a new skill? What is it, and why does it matter?
Am I looking to grow deeper in a current role or responsibility?
Is there a skill I already have that I want to strengthen or refine?

Be intentional. Focus on one goal at a time to avoid overwhelm. Commitment builds confidence, and your personal development plan should reflect a pace you can sustain.

Make It S.M.A.R.T.

As you know from our work in S.M.A.R.T. Management, goals are most effective when they’re Specific, Measurable, Attainable, Relevant, and Timely. Let’s apply that lens to your personal development plan:

Specific: What exactly do you want to develop, and how will it serve your future influence?
Measurable: How will you track progress and hold yourself accountable?
Attainable: Is your goal realistic with your current time, energy, and resources?
Relevant: Does this development align with your personal values and current or future roles?
Timely: What is your timeframe? 3–6 months? A year? Be honest because timing matters.

Also, think beyond time. Consider how you’ll grow. Will you read, take a course, engage a coach or mentor, listen to podcasts, or volunteer for stretch projects? Whatever path you choose, make sure it supports sustainable momentum.

Influence Insights from the Team

Here are a few S.M.A.R.T. tips from our team to support your personal development journey:

Journal your progress: Self-reflection turns effort into wisdom. Write it down—you’ll be surprised how much you grow.
Celebrate wins, big and small: Recognition fuels motivation. Don’t wait for perfect—celebrate progress.
Consistency over intensity: Five intentional minutes every day beats five hours once a month. Routine shapes results.

Final Thoughts

Creating a personal development plan isn’t about doing more, it’s about being intentional with your influence. You’re not just growing skills, you’re shaping the version of yourself that others experience. Start where you are, visualize where you’re going, and remember that every step forward, no matter how small, ripples outward to influence the world around you.

Let’s keep building, together.

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Hello, team! Mary here, continuing our journey through the I in Team series, where we challenge and empower you to Find , Be , and Build Your Influence. One of the most common things we’re asked to help our clients with is toxic workplace recovery. This directly connects to the culture of the team, and while rebuilding that culture takes time and intention, it is absolutely possible. In fact, with the guidance of our I in Team approach and S.M.A.R.T. Management system, we’ve successfully helped more than 19,000 teams evolve into high-performing, values-based cultures. If you’re ready to take the lead and breathe life back into your team, we’re here and ready to support you. Practice Emotional Intelligence One of the most impactful steps you can take on your toxic workplace recovery journey is to practice emotional intelligence (the ability to recognize, understand, and manage both your own emotions and the emotions of those around you). Toxic environments are often the result of emotional disconnection, poor communication, unnecessary competition, and a culture that avoids constructive feedback. Begin by shifting your perspective: respond with empathy, ask thoughtful questions, and use “I” statements. These habits model two traits, emotional regulation and empathy, that influence how your team interacts and solves problems. Start small. For example, set a personal goal to give one piece of sincere praise or recognition per day. This is a S.M.A.R.T. goal, and it starts to reinforce positive emotional exchanges. Over time, this contributes to a psychologically safe environment where people feel seen and supported. Foster Open Communication Once emotional intelligence begins to take root, toxic workplace recovery is just around the corner. Open communication becomes more natural because when team members are aware of their own and others’ emotions, communication becomes seamless. The number one rule? Listen. Really listen. Without listening, communication is incomplete. Try implementing monthly influence partnerships—team pairings that rotate so members can get to know each other beyond surface-level roles. This creates connection and, when done with consistency (Timely), fosters trust across your team. Another way to build open communication is by creating a structured feedback loop. Clarify how and when feedback should be given—perhaps during weekly one-on-ones or monthly review meetings—and make sure all team members understand the difference between criticism and constructive feedback. S.M.A.R.T. feedback is Specific and Relevant, and when delivered with respect, it encourages team members to grow without fear. Lead by Example As we say throughout the I in Team series, everyone is a leader regardless of title. Whether you’re in the C-suite or just starting your first job, how you show up directly shapes the culture of your team. To begin, set some respectful boundaries rooted in your values. Let others know what you need to succeed and what behaviors support or disrupt your work. When disagreements arise, demonstrate what respectful disagreement looks like—calm, focused on solutions, and free from personal attacks. If your workplace has leaned into competition, shift the focus to collaboration. Collaborate on micro-goals, like shared tasks or cross-functional projects. Make the results Measurable and celebrate wins together (publicly, if possible). Consider S.M.A.R.T.-based team-building events (like problem-solving challenges or goal-setting workshops) to reinforce collaboration in a meaningful way. Final Thoughts Toxic workplace recovery starts with you. Every interaction, every word, every moment of listening is a chance to model what’s possible. Show up the way you want others to show up. If your team is struggling to rebuild or you need expert guidance, reach out . We’re here to help. Let’s keep influencing responsibly and positively together.