APQC recently spoke with Dan McCarthy, Director of Executive Development Programs at the Paul College of Business and Economics, the University of New Hampshire (UNH). He’s the author of the award winning leadership development blog “Great Leadership” and the Great Leadership Development and Succession Planning eBook. You can find him on Twitter at @greatleadership.

We asked Dan how an individual could craft a plan for developing leadership skills that are in short supply at organizations today (Strategic planning, change management, knowledge sharing, listening, and emotional intelligence are the top five organizational leadership skills gaps according to APQC’s Leadership Deficit research). Here is what he had to say.

I’ve found the best way to teach, or coach a leader to write a development plan is to use a framework based on how successful executives learn best: 70% jobs and projects, 20% other people, and 10% courses and books. This “70-20-10” approach to development is borrowed from the Center for Collaborative Leadership, one of the top ranked leadership development providers.

For every development need, start with either a job change or project (sometimes both) that would require the use of those skills in order to be successful. Then, decide on whose help you need—a coach, mentor, subject matter expert, consultant, or all of the above. Finally, decide on how you can get up to speed on each skill—via a course, book, or some other source. Then, repeat the same process for every development need.

Here’s an example, using the competencies “strategic planning” and “change management.” (Some like to include development actions for each development need. I’ve found that in practice, well written development actions tend to leverage strengths and address multiple development needs at the same time.)

Development Goal: Improve my skills in strategic planning and change management

Development Actions

1) Speak to my manager about my desire to lead a high level, cross-functional process improvement team. This would leverage some of my existing strengths and allow me to gain experience in leading change and strategic thinking, as well as learn about other company functions.

• Timing: next week, for potential 2nd quarter project.
• Cost: none, just my time, others time, project costs.

2) Set up monthly, one hour phone calls with Joe Schmo and Jen Lopez. They’ve both had experience leading projects like this and achieved outstanding results.

• Timing: start next week, schedule for rest of year.
• Cost: none, just my time.

3) Take a course in leading strategic change. Check 3-4 university-based, 3-5 day programs.

• Timing: This quarter.
• Cost: approximately $3,000-8,000.

4) Read the following books: Leading Change and Blue Ocean Strategy.

• Timing: one book per month.
• Cost: approx. $20 each, less for e-book.

5) Take a 360 leadership assessment for further insight into my development needs. Incorporate new insights into my Individual Development Plan (IDP).

• Timing: complete by 6/1.
• Cost: $100.