1. Development Expectations. Do you have any
Development Expectations? Do you have any? How is it linked to performance?
Ideal Leader, Real Leader, Strengths & Gaps
Professional Objective, Leadership Competencies KPI’s (Ideal)
FLM 360 Survey, Performance Tracking, Engagement Survey, other feedback (Real)
Summary – Strengths and Gaps. Strengths links mentor opportunities. Gaps/Weaknesses protégé opportunities.
Development leads to better performance if it is set up with 3 things in mind.

2. Linking Leadership Development to Business Objectives
Development Plan Adoption
Meaningful Actions
Is there an “active” development plan?
Is it good for individual?
Is it good for the organization?
Is it a priority to the organization?
Completion
Progress
Did the individual document the impact to the organization?
Is there meaningful progress being made?
Validation
Did the Manager and/or Mentor validate goal attained?