How to Build Your Own Leadership Development Plan(Even Without a Program)
Leadership development often sounds like something you wait for:
An HR initiative.
A formal program.
A course someone recommends.
But the truth is—the best leaders don’t wait to be developed. They lead their own growth.
“Leaders are not born. They are made. And they are made just like anything else, through hard work.”
— Vince Lombardi (quoted in The Growth Mindset, Carol Dweck)
If your company offers structured development, that’s great. But if they don’t, or if you’re between roles, building something new, or stepping into a stretch position, your growth is still your responsibility.
And that’s good news.
Because self-led leaders are often the most adaptable, grounded, and effective in the room.
Why Self-Driven Growth Matters Now
Leaders today are navigating:
Constant change
Rising complexity
Increased team expectations
A culture that should value coaching over command
That means leadership skills aren’t “nice to have”, they’re your leverage.
And the more proactive you are about building them, the more resilient and resourceful you become.
“People with a growth mindset believe abilities can be developed. People with a fixed mindset believe abilities are set.”
— The Growth Mindset, Carol Dweck
A Personal Note: What I Learned the Hard Way
When I was a new manager, I became painfully aware that I needed to improve my leadership skills. Imposter syndrome came on strong, and I found myself frequently thinking, "These people are amazing—who am I to lead them?"
Luckily, our company had a set of books and articles they believed were foundational to the kind of leadership and culture they wanted to build. I devoured them, took notes, and created informal plans for what I wanted to try—when, where, and how. I also explored other leadership books I found on my own and started putting those principles into practice.
It wasn’t especially structured, but it worked—for a while.
Looking back, I wish I had asked more questions of my manager and leaned more into mentorship. Even more, I wish I’d had access to a leadership coach—someone who could have helped me spot my blind spots, align with our organizational goals, and shape a more focused and efficient development plan.
Self-led growth is possible. But it becomes powerful when it’s guided.
A Personal Leadership Development Plan—Simplified
If the idea of “creating a plan” sounds formal or intimidating, don’t worry. This isn’t a five-year binder. It’s a living rhythm, a way to stay intentional about who you’re becoming.
Here’s a simple 3-part framework to guide your growth:
1. Reflect: Who Are You as a Leader Right Now?
Start with self-awareness. What are your current leadership patterns?
Ask yourself:
What energizes you in your leadership role?
What consistently drains you?
Where have you grown most in the past year?
Where do you feel stuck or uncertain?
💡 Use the free Fail-Safe Leadership Assessment to evaluate your leadership mindset and see where you stand.
2. Focus: What Skills Do You Actually Need to Grow?
Pick 1–2 key areas to develop at a time. Not 10.
Some ideas based on leadership stage:
New managers: Delegation, delivering feedback, trust-building
Mid-level leaders: Strategic thinking, cross-functional alignment, coaching
Execs: Vision-casting, culture shaping, leadership team development
Tip: Ask peers or your team what they need more of from you. It’s usually clarifying.
3. Act: Build a Learning Habit That Fits Real Life
No need to binge books or sign up for a dozen courses. Start small, but stay consistent. You could:
Read one leadership book per quarter (or month if that’s your pace)
Follow 2–3 trusted leadership thinkers online
Journal once a week on leadership wins + misses
Hire a coach or join a peer group
Reflect after key meetings: What worked? What didn’t?
The best development plans are the ones you’ll actually do. Make it real, not ideal.
Final Thought
You don’t need permission to grow. You just need intention.
Self-led growth isn’t just for those who feel unsupported—it’s for those who own their leadership journey.
Want clarity on where to start? Take the Fail-Safe Leadership Assessment to identify your unique growth areas and leadership mindset strengths.
Because the next version of your leadership? It’s already within reach.