Turn my observations of a manager or leader into development actions

Turn my observations of someone in a leadership role into a focused development plan. Who: [ROLE, team size, time in role] My observations: [PASTE notes - meetings, decisions, how they handle people and pressure, with dates where possible] Other input: [feedback from their team or peers, 360 results, results data - or "none"] What their role needs more of in the next year: [e.g. delegating, strategic thinking, managing up, holding people accountable] Their own career goals, if known: [GOALS] Give me: 1. Patterns: group the observations into 3-5 themes. For each, list the evidence from my notes and label it a strength, a development area, or unclear (needs more evidence). 2. Top 2-3 development priorities - the ones with the biggest effect on their team and results. 3. Development actions for each priority, mostly on the job: a stretch assignment, a behavior to try in specific meetings, someone to learn from, one resource. Include how we'll know it's working. 4. How I can support - what I should model, stop doing, or give them access to. 5. Talking points for discussing this with them, opening with strengths and inviting their own view first. Rules: stick to observable behavior; no personality labels or guesses about motives. Do not inflate a single incident into a pattern - say when evidence is thin. Keep the plan to what is realistic alongside their day job.