28 Inspiring Development Goals Examples and Steps to Achieve Them

Development goals are the backbone of your employees' success. They help employees acquire new skills, find happiness at work and add meaning to what they do.

So they matter. A lot.

We've got 14 development goal examples and the concrete ways to achieve them to propel your employees to new heights. It's your one-stop-shop for employee growth.

No more vague objectives. No more empty promises.

🎯 What are developmental goals for work?

Developmental goals are objectives set by individuals or organizations to enhance personal or professional skills, knowledge, and abilities.

Developmental goals typically focus on improving specific competencies or addressing areas of weakness that may hinder growth and performance.

As a result, they are an essential component of personal and professional development plans, as they provide a clear roadmap for individuals to achieve desired improvements in:

• performance;
• career advancement;
• personal growth.

According to HBR, professional development takes three primary forms:

• Learning: Identifying current skill gaps and finding efficient ways to fill them. 
• Connecting: Networking with the right people that help employees achieve goals.
• Creating: Taking action and getting insights from peers, mentors, coaches etc. 

🏁 16 Development goals examples ‍

🕸️ 1. Build professional relationships

Having a robust professional network opens new opportunities for career advancement. Connecting with the right people also introduces you to new perspectives, ideas, skill development, and more.‍

How to achieve this goal:

• Attend company-organized networking events, seminars, social events like happy hours and farewells.
• If you're working in a big organization, connect with different team members and leaders in your department.
• Attend professional development events.
• Put yourself out there on social media, share your achievements and aspirations.
  

⏱ 2. Improve time management

Your first job comes with the excitement of participating in several projects and make a lasting first impression. This is especially the case for startups with dynamic work environments where they expect you to take responsibilities from the get-go. 

This makes it crucial for you to master time management skills.

Otherwise, it can lead to burnout, inefficiency, and anxiety if not practiced.

How to achieve this goal: 

• Define the essential tasks and how much time you should dedicate to them. 
• Schedule your tasks, and put your most important tasks at the beginning of the day. 
• Meanwhile, don't forget to take a breather.
• Use apps like NiftyPM or Asana for productivity and time management.
• Shadow a colleague that masters this competency.
  

💪 3. Find new challenges

Adopting a curious and growth mindset can lead the way to solving new challenges. This makes your job exciting and breaks the monotony of mundane tasks. 

How to achieve this goal: 

• Talk to your boss about involving yourself in different projects, bringing new perspectives, or any other opportunity that could lead to career growth.
• Take on stretch assignments.
• Work on a process improvement project.
• 
  

📣  4. Be more proactive

Delivering and managing day-to-day work on time is an excellent trait to have. However, it could also put a setback on your career. 

For instance, you will be stuck with mundane tasks and fall into a routine. This might thwart your creativity, problem-solving skills, and excitement about your job. 

Being proactive positively influences your productivity and success and will put you ahead of your colleagues. 

How to achieve this goal: 

• Find gaps in your existing projects and brainstorm cost and time-efficient solutions. 
• Don't be afraid to present your ideas to your manager. For all you know, it's what exactly they needed!
• If you're a client-facing client, do a strategic study/research on how you can better connect with their audience. 
• Ask yourself: What underlying problems need immediate attention? How can I creatively approach this problem?
  

📊 5. Strive for efficiency

If you're at the beginning of your career, this is the time to make mistakes and learn from them. Striving for excellence should be practiced from the start, no matter the scale of your project. 

How to achieve this goal: 

• There's no better teacher than your mistakes. So make the most of your time by practicing, making mistakes, getting feedback, and practicing again. 
• This continuous cycle will push you to perform better and deliver top-quality work. 
  

🏋️ 6. Work on weaknesses

Turning your biggest weakness into a strength is one of the key abilities that impress employers. It shows that you are self-aware, resilient, and a committed employee

How to achieve this goal: 

• You can start by doing a SWOT analysis or practicing ​​self-awareness activities. 
• Fill in a self-evaluation form.
• Get continuous, honest feedback from your managers.
• Keep track of your mistakes, and areas that need improvement, and ask for guidance.‍

📈 7. Switch to a different career path

Many of us go through the dilemma of not knowing what the best career move is. There's no assurance that one will find happiness and gratification in their job unless they practice it in real life. If you've realized this early on, it's time to plan your career switch. 

Btw, you should not feel discouraged or stressed about this change. It is quite standard to want to experience different roles in your career. Many companies would have a career lattice model that can support your moves.

How to achieve this goal: 

• Talk to your colleagues from different departments, and learn more about their job, challenges, processes, and skills required. 
• Create a list of what makes you happy and what kind of projects excite you.
• Match those with a job that closely meets your interests. 
• Talk to professionals outside your organization, connect with them on LinkedIn, and write a brief message. They would love to answer your questions and offer some insights. 

Let's also consider some leadership-specific examples of development goals for work.

💬 8. Develop strong communication skills

If you're aspiring to become a team leader/manager, you'll face challenges like team conflicts, increased workload, miscommunication, etc. 

Such situations will test your ability to manage people.

Learning to bring your team together is essential to ensure a smooth flow of communication at work.

Get to know each one personally, understand your employees' needs and responsibilities, and build a system where they all can work in harmony towards a common goal. 

How to achieve this goal:

• Engage in open and honest communication with your team members.
• Train your active listening skills.
• Become familiarized with various strategies for managing and resolving conflicts in the workplace.
• Complete the "Leading With Effective Communication" course.

🔄 9. Give valuable feedback

Employees look up to their leaders for guidance and credible feedback. Therefore, being an influential manager who can offer advice is critical in today's work environment. 

How to achieve this goal: 

• Give honest feedback in an empathetic way.‍
• Learn the rules of effective feedback giving. For example, don't make it too negative or vague, and strive to offer continuous feedback.
• Attend feedback training sessions.
• Seek out feedback and reflect on areas for improvement to learn from best practices and behaviors from senior leaders.
• Participate in feedback-focused team discussions and projects.

🤯 10. Effectively lead the team through a crisis 

Crisis management starts with prevention. Then, while one cannot foresee it, you can take steps to minimize its impact. Leading your team through crisis calls for making immediate choices, being present, and reallocating your resources. 

How to achieve this goal: 

• List everything that could potentially attract a crisis. For example, sensitive data leaks, workplace accidents, and corrupted management.
• Seek insights from stakeholders on their experiences with crisis management.
• Read and discuss articles and books on change and crisis management.
• Attend training or workshops on change management.

👬 11. Develop inclusive leadership skills

"Leadership is using the greatness in you to achieve and sustain extraordinary outcomes by engaging the greatness in others." Susan L. Colantuono, founder of Leading Woman.

Today's leaders need to leverage their skills to engage and grow people around them in an inclusive way.

You will then be able to build a workforce where everyone feels empowered, valued, and supported–vital elements of thriving work culture. 

How to achieve this goal: 

• Develop your interpersonal skills.
• Be curious about your employees' personal experiences at your workplace. 
• Ask them questions, and understand their perspectives.
• Participate in diversity and inclusion training programs and workshops.
• Attend conferences or events focused on diversity and inclusion.

📚 12. Enroll in an executive program

Leadership is a continuous process that needs to be learned, practiced, and evolved with time. Enrolling in leadership programs like executive MBA prepares you for new challenges, builds a versatile network of professionals, and updates you with the latest trends.

How to achieve this goal: 

• Communicate with your organization's management and ask if they offer leadership training. 
• Get information about your company's budget for developmental programs and find a program to help your career advancement.‍

🛠 13. Stay updated with the latest technology

84% of executives agree that innovation is essential to growing their companies. But, less than 10% know how to improve their innovation efforts, according to research from Mckinsey. 

As a business leader, you need to prioritize keeping up with/updating their technology. Not only will this put your organization ahead of the competition, but it will also streamline your workflows. 

How to achieve this goal: 

• Read articles from TechCrunch, MIT, Technology Review, Mashable.
• Consider partnering with incubators and accelerators to learn more about tech startups.
  

🤩 14. Lead by example

Mutual trust and respect between leaders and employees is the foundation of success for thriving organizations. If you want to foster a culture of open communication and teamwork, you need to embody these values first. 

Only then will your people be motivated to follow in your footsteps and imbibe similar traits.

"You should lead by example and not illustrate how turbulent times may be affecting you on a personal level." Daniel Snow, CEO, and founder of The Snow Agency.

How to achieve this goal: 

• Extend support to employees in need, be an active listener, and offer extra guidance to those in need. 
• Always leave the door open for open communication involve yourself in projects without micromanaging.
• Complete the "Emotional Intelligence at Work: Learn from Your Emotions" course on Zavvy.

📊 15. Public speaking goals examples:  Master the art of using visual aids‍

Visual aids like slideshows, charts, or videos can significantly enhance a presentation, but they must be used judiciously and effectively. The goal is to complement your speech, not overshadow it.‍

How to achieve this goal:

• Attend workshops or webinars on effective PowerPoint presentation design.
• Collaborate with graphic designers or visual experts to understand the basics of design and visualization.
• Practice integrating various visual aids into your presentations and seek feedback from your peers.

👁 16. Public speaking goals examples: Improve eye contact and audience engagement

‍Engaging with your audience through consistent eye contact establishes trust and keeps listeners engaged. It's an essential element of effective public speaking.‍

How to achieve this goal:

• Film yourself during presentations to monitor your eye contact habits.
• Attend public speaking workshops focused on audience engagement techniques.
• Practice your presentations in front of colleagues or friends and ask them for feedback on your eye contact.

➡️ Have you found some inspiration for your next growth plan but don't know how to structure it yet?

👀 Check out these employee development plan examples. We scrutinize everything that works and could be improved about each. We can guarantee there's something for you!

🌱 12 Strength and development goals examples

Strength and development goals are a somewhat different approach to goal setting:

• Strength goals focus on capitalizing on an individual's existing abilities and talents, allowing them to excel in their current role.
• Development goals target areas for improvement, identifying and addressing gaps in employee skill-sets.

Combining strength and development goals provides a balanced approach, enabling employees to maximize their potential and achieve success in their careers.

To illustrate the power of this combo, we formulated some strength and development goals examples for employees in various roles and seniority levels.

Entry-level employee - Marketing Assistant role

Strength goal: Enhance written communication skills to create more compelling marketing copy.

Development goal: Learn the basics of graphic design to support the creation of visually appealing marketing materials.

Mid-level employee - Sales Representative role

Strength goal: Leverage strong interpersonal skills to build and maintain relationships with key clients.

Development goal: Develop a deeper understanding of the company's product offerings to provide more accurate and customized solutions for clients.

Senior-level employee - Project Manager role

Strength goal: Use excellent problem-solving abilities to identify and mitigate project risks.

Development goal: Improve delegation and team management skills to more effectively manage resources and enhance overall project performance.

Entry-level employee - Customer Support Specialist role

Strength goal: Capitalize on strong active listening skills to better understand customer concerns and provide targeted solutions.

Development goal: Acquire technical knowledge related to the company's products to provide more informed and accurate support to customers.

Mid-level employee - Human Resources Specialist role

Strength goal: Leverage strong organizational skills to streamline HR processes and improve overall efficiency.

Development goal: Enhance conflict resolution skills to more effectively address employee concerns and disputes.

Senior-level employee - Operations Manager role

Strength goal: Utilize strong strategic planning skills to optimize operational efficiency and reduce costs.

Development goal: Improve change management abilities to better support organizational transformations and process improvements.

💼 Check out our additional resource with 10 additional goals for leaders and managers.

We structured all those goals with the SMART goals framework, so it's definitely worth checking out.

🆚 Personal goals vs. Developmental goals vs. Career goals

Personal goals refer to the individual's aspirations for their personal life, such as improving their health, learning a new hobby, or building stronger relationships with friends and family.

On the surface, you might be tempted to believe that personal goals have nothing to do with work. However, when employees accomplish personal goals, it also helps them professionally, as they learn accountability and gain more confidence.

Zappos is a great example of a company that supports employees achieve personal goals with a goals coach.

Professional developmental goals focus specifically on skills or competencies that the individual wants to develop in order to perform their job better.

These goals can range from developing technical skills, such as learning a new software program, to acquiring transferable skills such as communication or leadership.

Career goals are long-term career aspirations for an individual's professional life, such as attaining a particular job title or working in a specific industry.

⚙️ How to set professional development goals for work?

Follow these steps for setting professional development goals that are aligned with your dreams and company priorities.

Identity your "from-to"

Start writing down where you are and where you see yourself growing in the next 2 to 5 years. Once you have a list of things you want to achieve, shortlist them based on priority. This is the time to define what you want to achieve.

For instance: if you're eyeing a promotion to a team lead prosition, you'd like to focus on improving your leadership skills than learning new technology. 

Here's an example of a great from/to statement: From an individual contributor who is a key team player with expertise in UI/UX design to a people leader who can drive people to perform better and deliver successful results.

Understand the current gaps in your skills

Do a SWOT analysis, reference your latest performance review, and understand areas that need improvement.

Then, ask yourself: Are there areas you're not sufficiently performing in your job? 

You can also have a 1:1 with your mentor/manager, who can offer guidance and direction on ways you can achieve your goals.

Follow the SMART method

Following the SMART method (Specific, Measurable, Relevant, and Time bound) goals will allow you to determine what needs to be focused on, how much time, and what impact it will have on your performance. 

It is a great way to stay focused and track the progress of your goal.

Include short-term developmental goals vs. long-term developmental goals

If you are getting started with planning your developmental goals, dividing them between short-term and long-term is an excellent way to start. It will provide you with some clarity regarding what to prioritize.

A short-term developmental goal is one you see yourself achieving soon. They can take up to 1 week or three months to complete. As a result, they are much easier to commit to and directly tied to one's effort.

For example: Join a 3-month Bootcamp program on brand strategy.

Short-term developmental goals can also be stepping stones, culminating in achieving a long-term goal. 

Long-term developmental goals require a lot more planning. It can take as much as one year to see the results.

For example, attend and complete a leadership development program for half a year.

Write and share your developmental goals 

Connect with influential people in your organization and share your developmental goals with them. Get some insights on how you can closely align your goals with those of an organization. 

Alternatively, you can also look outside your organization. For example, connect with the best people in your field, request an interview, ask for insights. 

Ask questions like: "What are some key challenges you faced in your position and how did you overcome them?" or "What qualities would stand out in a resume for someone applying for _______ job position."

Take action

Here, you need to develop a growth mindset and understand how to grow most successfully. It would be best to be more proactive with your approach rather than waiting for an opportunity to arrive. 

Connect your goals with concrete actions in a career development plan. This is your roadmap for achieving your goals.

📝 Helpful resource: Development plan template

This easy-to-use template saves you time setting up a development plan structure yourself.

Think of this as your blueprint for documenting employee developmental goals and holding them accountable.

It includes the "from" and "to," an essential development framework, including focus areas, SMART goals, concrete actions, and deadlines.

🆓 Download the employee development plan template.

❓ Why are developmental goals for work important for your organization?

Develop a more skilled and engaged workforce

By investing in employees' skills and competencies, your organization can nurture a culture where employees feel valued and supported, and are motivated to do their best work.
Organizations that prioritize developmental goals can also enhance retention and improve employee morale.

Employees who receive developmental opportunities are more likely to feel engaged and connected to the organization. In addition, they will be recognized and rewarded for their efforts, motivating them to go the extra mile to achieve their goals.

Happy employees = Productive employees = Producing better quality work = Improved customer satisfaction = Improved business results.

Adapt to changing market conditions

In today's rapidly evolving business environment, organizations must be agile and adaptable, and having a skilled and agile workforce is critical to this.

Just think about how GPT-4 has completely taken the business world by storm.
Your workforce must keep up with such disruptive technology. So, a developmental goal such as "keep up with industry" trends is vital.

Ensure long-term commitment to the organization

Developmental goals can help employees to build their careers within the organization, leading to a sense of purpose and long-term commitment to the organization.

For instance, as people learn new skills, they will be able to participate in various projects, have more responsibilities, and become key players in their team. 

Pair development goals with career progression frameworks and you have the winning combination on your hands!

This approach will ensure that your employees set development and career goals according to the expectations and skill-sets for the next levels. It's like communicating to them that achieving personal development goals can make their career aspirations a reality.

Enable a culture of continuous learning

By encouraging employees to learn and develop new skills, your organization can foster a growth mindset adn a culture of innovation and experimentation.

The result? New ideas, products, and services.

Plus, when employees are continuously learning, it becomes part of the organizational ethos. This environment becomes attractive to prospective employees, signaling a workplace that values growth and innovation.

It can also lead to higher retention rates as employees recognize the investment being made in their personal and professional development.

🤝 How to help your people achieve developmental goals

Believing in your employees' aspirations builds a positive impression, work culture, and a strong workforce.

Here are some ways you can assist your people in achieving their goals: 

• Be flexible with an employee's working hours: some employees may work part-time if they decide to take up a course. Help them create a schedule through which they can balance work and training.
• Readily offer necessary resources: This could include guest seminars on new technology trends, training sessions, blog posts, enrolling employees in specialized courses, etc.
• Encourage the employee when they decide to pursue professional goals that align with your organizational goals. 
• Create and offer opportunities where employees can practice their newly learned skills. 

➡️ Enable employee development with Zavvy

Employee development must be a core pillar of your people strategy. There simply is no way around it.

But more often than not, it all starts and ends with employees filling up a document with some goals.

No follow up. No accountability. No growth.

This is far from the inspiring and motivating growth process that can bring about improvement and bridge skill gaps.

To foster meaningful employee development, you'll need a centralized platform where you can customize, plan, and track development goals and steps.

Those unsure about the best steps for achieving personal development goals, can enlist the help of Zavvy AI. Add the goal and the desired timeline and watch the AI work its magic.

Plus, with tools like skills matrix, training needs assessment, and career progression frameworks, you will motivate and retain your best performers.

📅 Curious about inspiring and growing your people? Request a demo today!‍