Some of the time is likely to be spent exploring expectations and priorities. This meeting also enables us to collect background information on Role, Function, Operational Structure and any information about the Company that might have relevance to your performance.

Stage 2. Session 1 – Assessment

This session is simply about collecting information about your skills and abilities in relationship to your current role and your career aspirations using Psychometric Instruments and Competency Based Interviewing.

Typically we will use a range of personality, aptitude and motivational instruments including Myers Briggs, Occupational Personality Questionnaire, 16PF, Belbin Team Roles, Saville and Holdsworth Motivational Questionnaire.

The Competency Based Interview will generally focus on Skill clusters relating to:

People e.g. Leadership, Sensitivity, Development of Others.
Management e.g. Planning and Organising, Problem Solving and Decision Making
Personal Aptitudes e.g. Initiative, Innovation, Resilience, Flexibility

Stage 3. Written Report (Optional)

Once all this information has been collected we will produce a written report of our findings regarding your strengths and development needs. Depending on what is agreed at the outset, this report will be used as the basis of feedback to you.

Stage 4. Session 2 - Feedback and Discussion

This session is about ensuring you fully understand the results of the Assessment process. It is participative in nature and conclusions are jointly agreed.

At the end of the session we summarise and look for those key development needs that will make the biggest difference to your performance both now and in the future. As a point of principle we will only work with an agenda you construct.

Stage 5. Individual Assignment 1

Before the next session you will be asked to complete the first of two formal assignments. This one is about prioritising Strengths and Development Needs.

This assignment is intended to help you crystallise your thoughts given all the feedback and discussions in the previous session.

Stage 6. Session 3 – Role Definition

This session is used to develop a clear understanding of the your role particularly looking at key objectives/targets, functions and required skill sets.

Whilst appearing relatively straightforward this session can often has a dramatic impact. “Things suddenly become clear!”

Stage 7. Individual Assignment 2

This assignment is intended to help you focus down on those skill development areas that will have maximum impact on your work performance. These areas will therefore become the central planks of the Action Plan we develop.

Stage 8. Session 4 – Personal Development Planning

Once specific needs have been defined we can agree a series of actions intended to develop and improve the way you operate and respond in work situations.

The actions agreed may include formal training but are more likely to focus on activities you can undertake for yourself.

Stage 9. Session 5 – Review

This review session is intended to provide a marker for you to work towards, knowing that progress will be reviewed against plan. It also allows any outstanding questions or issues to be dealt with and closes the formal stages of the Career Development Programme.

What is the next step? If you would like to order the above service, would like to discuss your requirements or would just like a bit more information, please call us on +44 (0)1452 731 200 to discuss in more detail.


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