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Feedback & Development Planning Workbook
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© Leadership Development Worldwide Inc. All rights reserved.
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The goal of this workbook is to help you prioritize your professional development by guiding you through your
assessment results and helping you reflect on the implications. Once you’ve identified the findings that are most
relevant to your success you can begin to create a development plan that outlines how you’ll focus on these key
areas. Please note, the first several sections (pgs. 2-4) are to be completed prior to your feedback session, and
should be on hand to discuss with your LDW Consultant. The remainder of this workbook will be completed during
and after your feedback session.
Career Reflection
First, take a moment to think about your career. Consider your goals, important development experiences,
sources of satisfaction, accomplishments and the feedback you have typically received from key stakeholders.
Take a few minutes to think about the following questions before answering them:
1. What parts of your work do you typically find most rewarding?
2. What parts of your work do you typically find most challenging or frustrating?
3. Based on your own self-assessment as well as the feedback you have been given from others throughout your
career, what are your most important and relevant strengths?
4. Based on your own self-assessment as well as the feedback you have been given from others throughout your
career, what are your most important and relevant development areas?
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Key Assessment Findings
You have been provided the following assessment reports:
a. Core Insight Report – A standardized interpretation of your personality data through the lens of the
Danaher Core Behaviors and Descriptors
b. Motivational Needs Profile (MNP) – Reveals which deeper psychological drivers influence your leadership
style, and to what extent.
Derived from separate assessments, each report aims to capture additional perspective. Please read through
each report in its entirety. As you do so, note the strengths, areas of opportunity and key takeaways in the table
below. Lining up the reports’ findings in such a way will help summarize an overview. Please note, each report
was independently constructed, and you may occasionally notice statements that seem to be in conflict with one
another. Your consultant will help you interpret these nuances during the feedback session.
Core Insight Report Morivational Needs Profile
• •
Strengths • •
• •
• •
Areas of
• •
Opportunity
• •
• •
Key
• •
Takeaways
• •
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Preparing for Your Feedback Session
After reviewing all sources of input (self-reflection, Core Insight Report, Motivational Needs Profile), think about
which insights are most important to your current and future success. You should consider not only if the feedback
is valid, but also how relevant it is to the accomplishment of your business objectives and career goals.
Consider your professional aspirations. What goals will you be better equipped to achieve by further leveraging
your strengths and developing in areas of opportunity?
Professional and Career Goals
What are the strengths that stand out across all of your assessment tools?
Overall Areas of Strength
Based on what you’ve read, what are things you could do differently?
Overall Areas of Opportunity
As you prepare for your feedback session, what are some things you are curious to learn more about? Consider
surprising or unexpected results from your reports, as well as things that might require clarification.
Questions
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Preparing for Your Feedback Session
Below is a space to take some notes during your Feedback Session.
Notes
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Setting Your Developmental Focus Areas
It is now time to set your developmental priorities. We all have lots of things we could improve, but which three
areas for improvement do you think would make the most difference for you in light of your professional career
goals? Why?
Development Objective 1
Development Objective 2
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Development Objective 3
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Individual Development Plan
The most effective individual development plans are detailed after there’s been a chance think over the key
takeaways from the feeback discussion. In the space provided on the following pages, consider how you’ll
go about further defining, measuring and taking action towards growth and change in each of these areas.
Development Objectives should corresponsond to those you set with your LDW Consultant.
Development Objective
Relates to
What Success Looks Like Behaviors to Start Behaviors to Stop
Action Steps and Deadlines Key Metrics Required Coaching and Training
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Development Objective
Relates to
What Success Looks Like Behaviors to Start Behaviors to Stop
Action Steps and Deadlines Key Metrics Required Coaching and Training
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Development Objective
Relates to
What Success Looks Like Behaviors to Start Behaviors to Stop
Action Steps and Deadlines Key Metrics Required Coaching and Training
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Next Steps
It is important that your manager and HRBP are aware of your development objectives so that they are
able to provide additional feedback, support and guidance along the way. Consider sharing your Individual
Development Plan (IDP), using it as a tool to facilitate a conversation about your goals and how you plan to
make progress in the areas outlined above. Seek their input and suggestions on how to further refine your
Action Steps and garner support for the coaching and training you might need to succeed. You might discuss:
1. Does this plan accurately reflect my biggest opportunities for improvement?
2. Do the Action Steps defined here seem like the best way to move forward?
3. Are you in support of the Coaching and Training I have outlined here?
4. What additional feedback and suggestions do you have regarding my development plan?
Finally, determine when you’ll revisit your plan and put a reminder on your calendar. Get clear on what should
be accomplished by then and consider scheduling a meeting with your manager or HRBP for additional
accountability and support.
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