Your Individual Growth Plan (IGP) translates the OBA's behavioral insights into a concrete development roadmap. Even if you don't have a follow-up coach or program, the IGP on its own is enough. This guide will help you read the report, and find the ONE smallest action you can start this week.
Your IGP has many parts. These three are where the real signal lives, in this order.
The "Develop the Ability To" (DTAT) table, which breaks each priority competency down into specific abilities, with a 1 to 10 evaluation for each.
This is the most concrete view of where you are today, and what to develop. The 1 to 10 ratings give you a baseline you can track real progress against.
Practical ways to develop each competency, organized by mode: through training, with a coach, and at work.
These translate intent into a calendar. Even without a coach walking alongside, the "at work" category alone gives you ways to keep moving forward in your normal week.
Concrete goals for each priority ability. Specific enough to act on Monday morning, measurable enough to track progress against.
SMART goals turn aspiration into accountability. They're a promise you make to yourself, and a shared language for when you discuss progress with your line manager or peers.
The biggest risk with the IGP isn't that it's hard to understand — it's that nothing happens after you read it. The three steps below take you from the whole report to a single, doable micro-action this week, in about 15 minutes. No coach required, no formal kick-off needed. You can start today.
Open the DTAT table in "Main Areas of Growth." Scan the 1 to 10 ratings and circle two candidates:
— the lowest-scoring (biggest opportunity)
— the 6-to-7 ones (closest to a breakthrough)
Open the "Suggested Activities" for that ability. Lean toward the "at work" category — no external resources required, doable next week.
Ask three questions: do I have time? does my role allow it? will I actually do it?
Rewrite that activity as a SMART micro-goal. The word that matters is "micro" — small enough that you will definitely finish it, not impressive-sounding.
Specific, Measurable, Achievable, Relevant, finished this week.
Say the ability you picked is "actively seeks feedback," scoring 5/10. The suggested activity is "regularly solicit feedback from a range of stakeholders."
→ By this Wednesday, ask one senior colleague for a 15-minute 1-on-1 to give me direct feedback on a key meeting from the past month, and write down what I learned.
Specific enough, small enough, will get done this week — that's a passing micro-goal.