Individual Leadership Plan



Personal Vision Statement

Core Values

Attributes Analysis

Leadership Skills


Leadership Developmental Goals

Action Plan


Leadership development is a process of learning, self-study and personal growth. A structured action plan can help to keep you moving towards your goals.

An Individual Leadership Plan (ILP) is an ongoing action plan that can be used to facilitate your development as a leader. In the plan, you will assess who you are and envision what you need to help you become a leader. In this process you will complete a Personal Vision Statement, determine your Core Values, and define both personal and professional Leadership Development Goals for three competency areas that includes, Leadership, Development of Knowledge, and Skills and Attributes.

Your final challenge will be to determine an Action Plan that guides you through steps to take in order to move from your current reality to the achievements of your goals.












Personal Vision Statement

Before you can lead others, you must be able to lead yourself. A Personal Vision Statement helps you think about your life, clarify its purpose and identify what is really important to you. Invest time in reflecting on things that are central to your being in order to answer the question, “Who am I and what is my purpose”? After writing your vision statement, use it as the standard by which you judge your activities and choices.

The following suggestions may help.


A personal vision statement focuses on what you want to be (character) and to do.

The personal vision statement may be written in a variety of ways. You may choose a list or a paragraph.

Once you have your vision statement you have the direction from which you can set your development goals.


Please create your Personal Vision Statement below:










After you have written your statement, evaluate it by asking yourself:

  • Do I feel this vision statement represents the integrity I stand for?
  • Are direction, purpose, challenge, and motivation captured in this statement?
  • Am I aware of the strategies and skills that will help accomplish what I have written?
  • If I were to share this vision statement with others would it be an accurate portrait of me?
  • Does this vision statement inspire me?





Core Values

Core values are the principles you use to govern your life and to define integrity and ethics for you. Effective leaders hold fast to these standards and do not waiver. Every effective leader has a list of things that they believe to be of worth, quality or esteem.

Your values will most likely compliment your Personal Vision Statement.

To prioritize your values, please identify 8-12 that are most important to you below:



Achievement- some sense of accomplishment, mastery, goal attainment.

Advancement- growth, seniority and promotion resulting from work well done.

Affiliation- some sense of interaction with people, involvement, belonging.

Autonomy- ability to act independently with few constraints, self-reliance, ability to make decisions/choices.

Balance- lifestyle that allows for a balance of time, self, family, work and community.

Collaboration- close, cooperative working relationships with groups.

Community- serving and supporting a purpose that supersedes personal desire, making a difference.

Competency- demonstrating high proficiency and knowledge.

Courage- willing to stand up for ones beliefs.

Creativity- discovering, developing or designing new ideas, formats, programs, demonstrating innovation an imagination.

Diverse Prospects- unusual ideas and opinions.

Duty- respect for authority, rules and regulations.

Economic Security- steady and secure employment, adequate financial reward, low risk

Enjoyment- fun, joy and laughter.

Friendship- close personal relationships with others.

Health- physical and mental wellbeing, vitality.

Helping others- helping people to attain their goals, providing care and support.

Humour- the ability to laugh at oneself and life.

Influence- having an impact or effect on the attitudes or opinions of other people.

Inner Harmony- happiness, contentment, being at peace with oneself.

Integrity- acting in accordance with moral and ethical standards; honesty, sincerity, truth, trustworthiness.

Knowledge- the pursuit of understanding, skill and expertise: continuous learning.

Loyalty- faithfulness; dedication to individuals or organizations.

Personal development- dedication to maximizing one’s own potential

Responsibility- dependable, reliable, accountability.

Self-Respect- pride, self-esteem.



From the values listed above, in descending order. Identify 3-5 strong values that align closely with “who you are” from your Personal Value Statement (PVS) and “Who you want to be “.























Attributes Analysis

Effective leaders know their personal strengths, and their areas in need of improvement, the characteristics they display in their relationships with others, and their preferences towards specific situations. They also understand that taking strategic and proactive approaches to developing and managing their professional image pays off.

You can be the author of your own identity. Spend some time reflecting on your approach and the needs for developing your own image.


Your Desired Professional Image

What do you want people to say about you when you are not in the room (your core competencies and character traits)?



Your Current Image, Culture and Audience.

What are the expectations for professionalism in your organization? That you feel are important?



How do others currently perceive you?


Strategic Self-Presentation

What stereotypes correlate with your intended profession and how will you handle them?


How will you build credibility while maintain authenticity?


Cost Benefit Analysis for Image Change

Do you care about others perceptions of you?


Are you capable of changing your image and are the benefits worth the costs?





Leadership Skills

Skills are the abilities that leaders use to translate their styles, strategies and plans, tools and techniques into practice. Identifying skills for development requires a level of self-reflection (Step 1) to determine those skills you have developed and used in previous leadership/professional opportunities. It also requires self –trajection (step 2) or thinking about the skills that will be important to your future success.

Step 1:

Identify skills you have developed and used in previous leadership/professional opportunities. The goal is not only to list what you are good at doing, but also to produce solid examples of how you previously applied those skills in your place of work to achieve positive outcomes.

Skill What did you do? (the task) How did you do it? (the method) Why did you do it? (the purpose) What were the results?(positive outcome)


Step 2:

Below is a list of skills that many organizations deem important for leadership roles. Put a check by those skills you feel you could improve. Another way to identify skills that are important to organizations is to use the job description document. You could also choose to focus on the skill areas that you are already good at, and by strengthening them, you will become more effective.




Personal Skills

Developing Self-Awareness

Managing personal stress

Solving problems


Interpersonal Skills

Coaching, counselling and supportive communication

Motivating others

Managing Conflict


Group Skills

Empowering and Delegating

Building effective Teams

Managing Change


Technical Skills

Making oral and written presentations


Project management




Step 3

From steps 1&2, identify 1-3 skills on which you would like to focus. As you continue to complete your individual Leadership Plan, you will reflect on those skill areas and develop goals related to them.


















Effective Leaders spend time studying the field of leadership and management. On the previous page you identified potential areas of growth in leadership skill. The definition of skill is as follows: The ability to use one’s own knowledge effectively and readily in its execution or performance. Complete the following matrix, which will help you determine particular areas where you should gain more knowledge and or experience for the skills you identified on page 6.

Skills  (transferred from page 6) What do you understand? What experience do you have? What development needs do you have?
EG. Managing Change Change is inevitable, not being open to change risks personal and professional growth; most people have a negative attitude towards change Gain information and experience in how to get others motivated about change.

























Leadership Developmental Goals

Using the information obtained from analysing your Attributes, Skills and Knowledge, develop 2-3 STRETCH Leadership Development Goals and 1-2 Manageable Goals per STRETCH goal. Although you may be enticed to develop multiple goals, studies show that working on too many goals could decrease the probability of achieving any of them

STRETCH Goals are challenging goals that will result in a breakthrough towards reaching your Personal Vision Statement.

Manageable Goals are SMART goals that will help you get started.


  • Manageable Goal


  • Manageable goal



  • Manageable Goal


  • Manageable goal



  • Manageable Goal


  • Manageable goal

Use the 5 SMART Goal Guideline below:


Specific-a specific goal has a much greater chance of being accomplished than a general goal. Ask yourself the six “Whys” (Who, What, Where, When, Which, Why)

Measurable– establish concrete criteria for measuring progress toward attaining each goal. When you measure your progress, you stay on track. To determine if they are measureable asks questions such as…How much? How many? How will I know when it is accomplished?

Attainable– when you identify goals that are most important to you, you begin to figure out ways you can make them come true. You can attain most any goal you set when you plan your steps wisely and establish a time frame that allows you to carry them out.

Realistic– to be realistic, a goal must represent an objective toward which you are both willing and able to work.

Timely– a goal should be grounded within a time frame. With no time frame set there is no sense of urgency.


Action Plan

Your Action Plan identifies very specific steps you will take, resources you will locate, and the support system you will build to reach your Leadership Goals and work towards your Personal Vision. It will move you from your “current reality” to achieving your goals

Complete the plan below and use the information to jump-start your development.

Goal 1 Specific actions to take Resources to assist Development Timeline


Goal 2 Specific actions to take Resources to assist Development Timeline


Goal 3 Specific actions to take Resources to assist Development Timeline