Academy · Module 3 · Free
Team Development Training
Most managers can set targets, but far fewer build the capabilities that sustain performance over time. This module shows you how to spot the competency gaps that matter, build Individual Development Plans your team actually follows, and make development part of how you manage every week.
- Free, forever
- 8 lessons
- ≈ 45 min
- Beginner to Intermediate
Implementation focus
- 8
- Lessons
- 8
- Videos
- 5
- Knowledge checks
- 20
- Questions
- 1
- Assignment
Why this module
Most managers chase targets and forget to grow the people
Hitting quarterly numbers is one part of a manager’s role. The other is building the capabilities your team needs to keep delivering. When development gets ignored, teams lean on effort instead of skill, and that ends in burnout and declining performance.
This module moves development from good intentions to a structured system: identify the competencies that matter, design Individual Development Plans that actually get followed, and turn development conversations into measurable performance gains. Developing your team isn’t a side activity, it’s how you sustain results.
The curriculum
Inside module 3
Why competency development matters
- Why development gets neglected
- How competency growth drives retention and performance
What competencies actually are
- The simple competency formula
- Spotting real competencies vs. wishlists
Setting the right competencies for your team
- Competency strategy by job role
- Adjusting competencies for different employee types
Defining the competency targets
- How to set competency targets
- Linking competencies to business outcomes
Understanding and building IDPs
- What an IDP actually is
- How to build one that works
Build your team IDPs: demo and application
- See an IDP built end to end
- Set your own team’s IDPs (assignment)
IDP implementation
- Adjusting your IDP strategy
- Your IDP review process
What you’ll cover
From skill gaps to development plans that stick
Five practical foundations, each one you can put to work with your team the same week.
How to identify real competency gaps in your team
Stop guessing what needs to be developed. You’ll assess current capabilities against role requirements, pinpoint the 2 to 3 competencies with the highest impact on performance, and avoid spreading development thin across too many low-impact areas.
How to choose competencies vs. roles and team members
The most common mistake is picking competencies based on personal preference rather than business need. You’ll align competencies with role requirements and career paths, balance individual aspirations with organisational priorities, and handle misalignment when a request doesn’t match the role.
How to set competency levels that drive real progress
Not everyone becomes an expert in six months. You’ll set competency levels that are challenging but achievable, know when to target basic competence vs. advanced skill, and match expectations to the actual job and a realistic development timeline.
How to create IDPs that people actually follow
Individual Development Plans fail when they’re disconnected from real work. You’ll structure IDPs using the 70/20/10 model, design stretch assignments that build capability while delivering results, and create accountability without micromanagement.
How to implement the IDPs
Building the plan is only 20% of the work. You’ll embed IDP implementation into your existing management rhythm, run development check-ins inside regular 1:1s, and keep momentum through the busy periods when everything feels urgent.
Signature tools
What you walk away with
Individual Development Plans (IDPs)
Draft a real IDP for each of your team members, crafted to Simon’s guidelines and realistic with the resources you actually have. Not a wishlist, a plan that gets followed.
The “Monday Morning Test”
Build an IDP for each person, tied to their role and level, with a clear action plan that combines on-the-job, social and formal learning. Everything is ready to use in your company without rebuilding it first.
If you’re not actively developing your team, you’re just supervising tasks, not really managing.Simon Carvi
From managers who took it
Applied the same week
“The biggest takeaway was how to manage team interactions and build real individual development plans. Simon explains everything with clear examples and practical strategies you can use in real situations.”
“A clear process for developing my team members. I was struck by how practical and useful the content was, and I now have real confidence applying these management frameworks in my daily work.”
“Exactly what I needed for managing a team. Instead of vague theory, I learned how to set clear goals, give direct feedback and coach with confidence, the kind of thing you can apply right away.”
FAQ
Questions
Do I need to be managing a team already?
No. It’s built for both new and practising managers. You’ll get the most from it if you have a team, or are about to, so you can build real development plans as you go.
How long does the module take?
Around 45 minutes, plus the templates. It’s self-paced, so you can do it in one sitting or a few short ones.
Is it really free?
Yes. Every module in the Academy is free, forever. You only pay when you want your co-pilot to help you apply it with your team week to week, or to add a coaching session with a Monday Simon coach.
What will I be able to do by the end?
Identify the competencies that matter, set realistic targets, build IDPs your team will actually follow, and keep development going inside your normal 1:1s.
Learn the framework here. When you have to use it on someone real, you can work that situation through with a coach.
See 1:1 coachingStart Team Development free
Every module in the Academy is free, forever. Learn it, then apply it with your team using the co-pilot.
The Academy is free, forever.