Career Development Tool
Career Growth Action Plan
A structured 6–12 month roadmap for employees and managers to plan together — moving from self-reflection to concrete goals to a development plan you’ll actually use.
How to Use This Worksheet
Work through this plan together in your 1:1 conversations — the employee leads the reflection, the manager serves as thought partner and coach. You don’t need to complete it in one sitting.
- Engage in a conversation that is focused and distraction-free.
- Dialogue with candor. This is a planning and learning tool, not an evaluation.
- Capture ideas in real time — imperfect notes are better than no notes.
- Revisit the plan at agreed check-in points to learn together and adjust as needed.
Reflection
Before setting goals, look inward. These three subsections build on each other — take your time here before moving to Part 2.
Looking Inward
Explore your strengths, values, and what energizes you. Self-awareness is the foundation of meaningful growth.
Career Direction
With strengths in mind, look ahead. Where do you want to invest your energy in the next 6–12 months?
Skill Gap Analysis
Identify 3–5 skills most critical to your growth direction. Rate your current level, target level, and priority for each.
What you’ll reflect on
- What parts of your work energize you — and what drains you
- What you’re known for and what you value most in your work
- Where you want to be a year from now
- Specific skills to build and how to prioritize them
Goal Setting
Translate your reflections into one concrete SMART goal for the next 6–12 months. Avoid vague goals — name what you’ll do, by when, and how you’ll know it worked.
Your SMART Goal
- Specific — what exactly will you accomplish?
- Measurable — how will you track success?
- Achievable — is it realistic?
- Relevant — why does it matter to you?
- Time-bound — by when?
Milestones
- Up to three milestones to track steady progress
- Target date for each milestone
- Status tracking across check-ins
The goal statement format
- I will [specific action] by [date] so that [why it matters]. I’ll know I’m successful because [measurable outcome].
Development Plan
Plan how you’ll grow into your goal — and name the support, resources, and obstacles that will shape whether the plan succeeds.
On-the-Job Experiences
Where most growth happens. Challenging work that stretches you — projects, new responsibilities, complex problems.
Learning From Others
Growth through relationships. Mentorship, coaching, structured feedback, and peer learning communities.
Formal Learning
Structured education. Courses, certifications, conferences, books, and other focused learning opportunities.
Support Needed
Name the obstacles you might face and how you and your manager will navigate them together before they derail the plan.
Check-ins
Without scheduled check-ins, even the best plans drift. Build in deliberate moments to revisit this plan and document what you’re learning along the way.
Check-in schedule
- 30-day, 60-day, and 90-day check-ins to build early momentum
- 6-month, 9-month, and 12-month reviews to assess progress and adjust
- Space to capture key learnings at each meeting — keeping this a living document
Not sure where to start? Ask Sophia.
Sophia is your 24/7 leadership coach inside your Academic Impressions membership. Tell her what you’re trying to accomplish — she can help you identify obstacles, think through priorities, and prepare for the conversation with your manager.
Ready to get started?
Download the worksheet and bring it to your next 1:1. The conversation does the work — the plan keeps you on track.
Download the Worksheet