Every assessment becomes a development plan people can act on.
Nancy turns each person's results into a practical 12-month plan: what to improve, which actions to take, who is responsible, and how progress will be measured. Across a workforce, shared needs become targeted learning programmes based on evidence rather than assumptions.
A clear 12-month path from insight to action.
The IDP gives each person and their manager a shared view of strengths, priority gaps, development goals, and the practical steps needed to make progress.
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Step 01EvidenceStrengths and priority gaps.
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Step 02PrioritiesClear development goals.
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Step 03ActionsActivities, responsibility, target dates.
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Step 04ProgressCheckpoints and year-end re-assessment.
- A clear summary of strengths and priority gaps, based on the person's assessment evidence.
- Development goals connected to the person's role and the organisation's priorities.
- A practical mix of assignments, coaching, and learning, with responsibilities and target dates.
- Regular progress conversations and a year-end re-assessment against the original baseline.
- M1 Baseline
- M4 Check-in
- M8 Check-in
- M12 Re-assess
Turn shared needs into targeted learning.
Nancy groups common development needs across people, teams, and cohorts. This shows learning leaders what support to provide, who needs it, and which gaps should be addressed first.
- Combine individual needs into clear team, cohort, and workforce priorities.
- Match each priority with experiential, social, and formal learning.
- Direct programmes to the people and groups that need them most.
- Measure progress against the same evidence that identified the need.
One person's plan can reveal a workforce priority.
When the same development need appears across many people, Nancy turns that pattern into a targeted programme for a team, organisation, city, or national workforce. Leaders can address shared gaps at scale while every person keeps a plan relevant to their role.
What development teams usually ask.
What's the difference between an IDP and an LDP?
The IDP is the person's 12-month action plan: their priorities, activities, responsibilities, and milestones. The LDP combines shared needs across people and translates them into targeted learning for teams, cohorts, or the wider workforce.
Who owns the plan?
The individual and their manager own the IDP together. Learning and talent teams support delivery, coordinate shared programmes, and use the wider evidence to decide where workforce investment is needed.
How is progress measured?
The initial assessment creates a baseline. Scheduled milestones keep actions visible throughout the year, and a year-end re-assessment shows what changed against the same starting evidence.
Does it work for cohorts, not just individuals?
Yes. Nancy identifies development needs that appear across multiple people, then groups them into priorities for a team, cohort, organisation, or national workforce. See Governments & scale for how this works at population level.
Does the LDP replace our existing learning programmes?
No. It helps focus existing programmes by showing which learning is needed, who needs it, and which gaps should be addressed first. Nancy can also reveal needs that require new development options.
Give every assessment a clear next step.
Start with one team or connect development needs across an entire workforce. Nancy turns the evidence you already collect into focused actions, targeted learning, and progress you can measure.