The Old Dominion University Development Plan Form is representative of a good start towards an optimal format. It contains three essential sections for an effective plan: however, it is missing some imperative elements in these areas. Additionally, it is devoid of other key elements. As is the case in many need situations, it is easier to fix an existing product than to completely invent something new. Innovation is generally faster, simpler and more easily accepted than creation (Barker, 2009). Therefore, this article will approach the current development form as a starting point to make an innovative improvement to it rather than abandoning it and starting from scratch. In each of the existing areas there should be a section that will allow the person completing the form to indicate the time frame for achieving the stated goal or the steps towards that goal. The schedule must include details of the completion date and any interim measures or dates that may be appropriate. Additionally, there should also be the option to list available resources to use or reference while working towards achieving the goal. Resources may include other staff members inside or outside the organization, available books, tapes or literature, mentoring and/or coaching opportunities, additional training opportunities and/or on-the-job training and job rotation scenarios (Aguinis, 2009). The first innovation in form would be a delimitation of each existing section into two distinct sections. The first section would focus on current employment and each person's performance against goals and the second section would focus on future prospects. An additional clarification is that one section would suffice......in the middle of the document......al evaluation of the goals, objectives or activities. In conclusion, the existing development form is a good fundamental product which with effort on continuous improvement would become a more productive and favorable product. Case 8-1 Page 5ReferencesAguinis, H. (2009). Performance management. (2nd ed.). Upper Saddle River, New Jersey: Pearson Prentice HallBandura, A. Self-efficacy: A unifying theory of behavior change. Psychological review. March 1977. pp. 191-215 Barker, J., (2009). Innovation at the limit. St. Paul: Star Thrower. Dubrin, A. (2007). Leadership: results, practices and skills. New York: Houghton Mifflin. Robbins, S. and Judge, T. (2007) Organizational Behavior. Upper Saddle River, NJ: Pearson Education. Smith, D. (1999). Make success measurable. New York: John Wiley & Sons