Re-imagining Development Planning for 2026
The days of the "Once-a-Year Performance Review" are officially over. In a world where skills have a shorter shelf life than ever, development planning is no longer a "nice-to-have" HR exercise—it is your best retention tool.
When you sit down with your team this quarter, move beyond the standard "Where do you see yourself in five years?" and use these three pillars to build a modern development plan.
1. Prioritize "Durable" Skills
Technical skills (like software or specific processes) change fast. Encourage your team to focus on Durable Skills—the ones that AI can’t easily replicate:
Critical Thinking: Solving complex problems when there is no clear manual.
Strategic Empathy: Leading teams through change and high-pressure environments.
Adaptability: How quickly can they unlearn an old habit to learn a better one?
2. The 70-20-10 Rule (Refreshed)
Remind your team that development doesn’t just happen in a classroom or an online module. Effective growth follows a simple split:
70% Experiential: Stretch assignments, leading a new project, or "shadowing" a different department.
20% Relational: Mentorship, peer coaching, and professional networking.
10% Educational: Formal workshops, certifications, or reading.
Pro-Tip: If their plan is 100% "taking a course," it likely won't result in a behaviour change. Challenge them to find a "70%" project.
3. Focus on "Career Lattice," Not Just "Career Ladder"
Vertical promotions aren’t always available or even desired. Modern development is about breadth.
Ask: "What skills are you curious about that sit outside your current role?" * Cross-training helps the business stay agile and keeps the employee engaged without needing a title change to feel like they are progressing.
The "Three-Question" Conversation Starter
Ask these three questions to get the discussion underway:
"What is one task you do now that you’d like to automate or delegate so you can focus on higher-value work?"
"If your role changed 20% by next year, what new skill would you want to be an expert in?"
"What is the biggest 'blocker' currently stopping you from learning something new?"
Why this matters now:
Employees who feel their manager cares about their growth are 3.5x more likely to be engaged. Development isn't an expense; it’s an insurance policy against turnover.