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PDP Master: 70-20-10 Development Plans That Work, 320+ Tools
709 students
PDP Master: 70-20-10 Development Plans That Work, 320+ Tools
Development plans for everyone by the quarter end? 70-20-10 PDP templates, coaching, competencies, succession
Last updated 10/2026
English
What you'll learn
- Build development plans people actually use: take 320+ question lists, templates, procedures and scorecards in 40 downloadable resources
- Diagnose development needs with the 70-20-10 model
- Build a PDP template with goals, actions, resources and deadlines
- Implement PDPs with a roadmap, metrics and a maturity assessment
- Coach employees through their development plans
- Use competency models to find skill gaps and set development goals
- Link PDPs to succession planning and talent management
- Use a development actions library and a PDP conversation script
- See tools on screen, including PeopleForce, 15Five, Effy AI, ChatGPT and Google Sheets
- Learn with Mike, the #1 HR instructor on Udemy: 1,800,000+ enrollments, 170,000 students, about 200 books on Amazon
Explore related topics
Course content
8 sections • 39 lectures • 14h 7m total length
Requirements
- Experience managing people or working in HR helps
- No coaching certification required
- English at intermediate level or above, since all lessons are in English
Description
This course contains the use of artificial intelligence.
Management drops a task on you: development plans for all employees by the end of the quarter. You open Google and find fifty templates, each with a different logic. Here are 328 tools to build plans people use: 196 ready-to-use question lists, templates, procedures and scorecards, 121 models and methods, 6 services shown on screen and 5 working files.
Open a lecture, take the template, and build one development plan this week.
Why development plans end up in a drawer
The plan is filled in once a year because the form requires it. Goals are vague, actions are mostly training courses, nobody owns the follow-up, and the employee does not see how it connects to their career. By the next review, nobody remembers what was written.
What changes after this course
Each plan starts from a real gap and a goal the employee wants, uses the 70-20-10 mix of experience, people and learning, and has owners and deadlines. Managers coach through it, competencies make goals concrete, and plans feed succession and talent decisions.
What is inside: 328 tools, counted lecture by lecture
You do not have to take this number on trust. Open any lecture and read its description: every tool inside is listed there by name.
- 40 downloadable resources: lecture presentations plus 5 working files: a development actions library, a PDP conversation script, a PDP implementation roadmap, a PDP metrics dashboard and a PDP process maturity assessment
- 196 ready-to-use tools inside the presentations:
- 58 question lists and scripts: PDP conversation script, PDP objection response scripts, strengths discovery, employee development planning
- 38 templates and sample documents: development goal formulation, annual PDP cycle calendar, one-to-one meeting agenda, individual development plan
- 34 step-by-step procedures: PDP implementation roadmap, goals and strengths mapping, 360-degree feedback implementation, training needs assessment
- 31 scorecards, rubrics and matrices: goal achievement competency scale, autonomy competency scale, competency assessment tool selection grid, leadership potential assessment criteria
- 24 checklists: PDP failure diagnosis, PDP process maturity assessment, constructive feedback, competency quality
- 7 ready AI prompts, 2 other working tools and 2 metric sets: PDP process diagnosis, development action generation, development actions library
- 121 models and methods explained with examples: 70-20-10 development framework, CliftonStrengths strengths assessment, 360-degree feedback, nine-box talent grid
- 6 services shown on screen: PeopleForce, 15Five, Effy AI, Sloneek, ChatGPT and Google Sheets
Where the tools are
The PDP (3 sections, 26 tools). Diagnosis with 70-20-10, the template, implementation, metrics and ROI.
Coaching (1 section, 51 tools). Coaching skills for development conversations.
Competencies and skill gaps (1 section, 113 tools). Competency models for PDPs and development goals.
Succession (1 section, 35 tools). Succession planning with 70-20-10 development.
Talent management (1 section, 116 tools). Talent management for individual development.
Who is teaching
I am Mike, the #1 HR instructor on Udemy, with 1,800,000+ course enrollments from 170,000 students, and the author of about 200 books on Amazon. I built the people system at Preply as it became a unicorn and worked at Wargaming, iDeals and Alfa-Bank across 20 years in HR. I hold PHRi, SHRM-CP and HCI sHRBP certifications and represent HRCI in Eastern Europe.
Once I wanted to make one of my recruiters head of recruitment, and she told me she wanted to become a director. Any plan to develop her as a recruiter or head of recruiting would have been useless: a development plan only works when it leads the employee towards the career they want, so they see it as an investment of their own time.
How to use the course
Start with the PDP sections, then use the coaching, competency and succession sections for your own plans. Section and lecture titles show how many tools are inside, and each lecture description lists them by name.
What is included
- 39 lectures across 8 sections, 14 hours
- 40 downloadable resources: lecture presentations and 5 working files
- 328 tools across the lessons, including 6 services shown on screen
- A 10-question practice test, a quiz and a role play
- Lifetime access to all materials
- Active instructor support in the Q&A section
- A Udemy Certificate of Completion
Where to start
Ask one employee where they want to be in two years, then open the PDP template lecture and fill in the first goal. Enrol now and start your first lesson today.
Who this course is for:
- HR and L&D specialists asked to build development plans
- Managers who hold development conversations
- HR business partners and talent managers
- Coaches and mentors
- Team leads preparing succession