Most veterinary practices think of training as the main way to help people grow. But as we saw last week, real development doesn’t end with onboarding. If you want your team to keep getting better and actually grow into new skills and opportunities, you need a more consistent, intentional approach.

That’s where Individual Development Plans come in. They can shift your team’s development from a once-in-a-while event to a lasting, growth-focused routine, helping your practice move forward, one conversation at a time.

What Is an Individual Development Plan and Why Does it Matter in Your Veterinary Practice?

An Individual Development Plan (IDP) is a written, employee-owned action plan that helps team members build the knowledge, skills, and abilities they need to thrive in their current or future roles. It’s more than just a worksheet or annual review; it’s a focused, one-page plan that each team member creates for themselves, with your support as their manager.

The IDP process starts with reflection: What are their strengths? What do they want to learn or improve? What skills, certifications, or career steps are important to them? The plan then outlines clear goals: both achievements (like a new certification or role) and development areas (like a skill or behavior to improve). Together, you map out specific actions, training, or experiences to pursue, along with a timeframe and any resources needed.

What sets an IDP apart from other paperwork is its ongoing, practical use. This isn’t a “set it and forget it” form. Instead, you and your team member can revisit it every quarter, checking progress, updating goals, and making sure growth stays on the radar. This regular focus helps team members take ownership of their career path while letting you understand what matters most to them, and where your veterinary practice can support their progress.

The Core Elements of an Effective Individual Development Plan

A strong IDP is straightforward, but it requires honest reflection and practical details. The starting point is the team member, what they want to learn, what skills or roles interest them, and what motivates their growth. These plans should cover both what they’re passionate about and the areas they want to develop.

Start by asking questions that go beyond daily routines: What are you interested in learning more about? Are there skills, certifications, or experiences you want to pursue this year? Are there roles in the practice you want to explore, or new responsibilities you’d like to try? Encourage team members to share both their achievement goals, like earning a new credential or moving into a different role, and their development goals, such as improving a specific skill, behavior, or ability.

Make space to talk about impact. Ask how they want to make a difference, whether it’s setting an example for others, improving team communication, or supporting practice growth in new ways. Don’t overlook hidden strengths. Sometimes a team member has interests or talents you’d never know about unless you ask directly.

Remember, the IDP is built by the employee and supported by you as the leader. Your role is to help clarify, listen, and offer support, not to dictate the answers. The most effective plans reflect what matters most to each person, with your guidance to keep them actionable and aligned with the practice’s needs.

Proactive Veterinary Team Development with IDPs

Veterinary practices can easily fall into predictable patterns: addressing issues only after they happen, reserving conversations for when something has gone wrong, and always feeling too busy for development. These habits keep the team stuck in survival mode, with little energy or motivation for real improvement.

An IDP breaks this cycle by creating a standing commitment to growth. Instead of waiting until there’s a problem, you schedule time every quarter to sit down with each team member and focus on their progress, goals, and what comes next. Feedback shifts from reacting to errors to helping people pursue their strengths and future possibilities. Over time, team members stop seeing development as a punishment or afterthought and start to experience it as a normal, ongoing part of their job.

How to Start and Sustain IDP Conversations

The key to making Individual Development Plans work is meeting people where they are. Not everyone will jump at the idea of extra learning or new responsibilities, and that’s okay. Begin with team members who show interest or curiosity, and let momentum grow from there.

Find a quiet time to sit down away from the daily rush and open the conversation with questions that help your team member reflect and look ahead. Invite them to share what they’d like to learn, where they want to have a bigger impact, or roles they’d like to explore.

This isn’t a one-and-done conversation. Make a habit of revisiting each plan every few months, checking on progress, and adjusting as needed. Over time, these conversations become a regular part of your practice culture, helping everyone keep growth on the radar.

Tips for Overcoming Resistance from Your Veterinary Team

You may hear things like “I don’t have time for this” or “I don’t really have any goals.” That’s a common response, especially if development hasn’t been part of your practice’s routine. Don’t get discouraged. The key is patience and steady encouragement. Start by focusing on those who are willing to participate; help them set meaningful goals and celebrate their progress. When others see real examples of growth, interest will start to spread.

Recognition matters more than you might think. Development shouldn’t be just about pay or promotions. Make it a habit to celebrate effort, learning, and small wins along the way. As your team sees that these conversations lead to real opportunities and a better work experience, more people will want to get involved.

What Changes When You Incorporate IDPs

When Individual Development Plans become a regular part of your practice’s culture, the impact goes beyond better performance. Engagement grows as team members feel seen, supported, and responsible for their own progress. Over time, the IDP becomes something your team members own, rather than something the manager drives. That shift may take time, but with a clear process and consistent support, accountability starts to come from within each person, not just from you.

Retention improves, because people want to stay where they’re learning and making progress. Accountability becomes a choice, not just a requirement. And your culture moves from getting through the day to building something stronger together.

You don’t have to change everything at once. Start with one IDP conversation this month. Focus on helping just one team member take that first step toward owning their growth, and see what changes. If you’re ready to build a team that grows and succeeds together, start with an IDP, and let VetLead’s resources and templates guide you along the way. Join VetLead for free today to access practical tools, support, and more ways to help your team thrive.

What do you think? Other veterinary pros want to hear from you! Share your experience in the comments below.