In order to increase your personal development at work you can choose to set your own development goals. The Assessio platform offers Development goals based on insights from Leadership Performance as well as from Self-Awareness Insights. If both are available to you, you can use both, so long as the goals you choose match your development needs. Do you want to improve your leadership behavior, then choose a goal matching one of the four Leadership competencies, either via Leadership performance or Self-Awareness insights. Do you want to improve specific work behaviors, choose from any of the 16 competencies presented in the Self-Awareness insights.
Leadership Performance
Being successful as a leader requires adaptability, being able to change leadership behavior based on what the team, project and/or organization needs. Leadership development therefore is an important part of achieving success. And what is successful may change over time, so continuous development can be necessary.
Leadership development is about making small but meaningful incremental changes in behavior, to improve performance.
To initiate leadership development two things are essential: leadership feedback, to know which areas of leadership performance are meaningful to change, and development goals, to focus the development efforts and increase the likelihood of meaningful change.
Choosing a Development goal for Leadership competencies
First review the leadership feedback you have received, by going over each of the four leadership domains below Behavior Development and both ‘Should do more of’ and ‘Should do less of’ below Reviewers comments. Both can be found on Your development page, by clicking on Development in the menu on the left and then selecting Leadership Performance. For each of the leadership domains, see if you are in ‘overdoing’, ‘just right’, or ‘underdoing’ and reflect on these outcomes.
Also assess for yourself which of these domains you find most important for the team’s tasks or projects and possibly discuss this with the team as well. Combine this information with your leadership feedback to determine where your development efforts can best be directed. One or two of the leadership domains will likely benefit more from development than the others. Open these domains by clicking on them and read the ‘Change to consider’, ‘Behavioral feedback’ and ‘Development goals’. Now determine if you want to add a development goal for this leadership competency. When you click on Add development goal, a preview of the goal will be shown to you first.
We advise leaders to add no more than two goals for leadership competencies at a time. Your development efforts will benefit from focus and clarity, so choosing a single goal (with multiple actions) might be best. Know that you can always add another goal later.
Adding Development goals from Leadership Performance
Development goals can be set by Leaders, once a leadership feedback review has been completed. Once chosen, these goals can be viewed in the Development goals page.
- Select Development in the menu on the left and then select Leadership performance.
- Scroll down to Behavior development and click on the Leadership performance domain where you want to focus your development efforts (Driving, Enabling, Strategic, Operative).
- Click on Add development goal below Suggestions for your development. Now a new window shows you a preview of the goal.
- Click on Confirm if the goal that is presented is what you want to work on for your development. The goal is now added to the Current goals in Your development goals page. The button to add the development goal turns white to indicate that you have added this goal, but it remains possible to add the goal again and then choose different goal actions for it.
- Click on Development goals in the menu on the left, to go to Your development page. Here you will find the goal or goals you have just added.
- Click on Add actions to select up to three goal actions you want to perform for the chosen goal. Three actions are provided to choose from, each aligned with the Desired outcome. If your organization has the AI assistant activated, you will also have the option to generate new action.
- Click Confirm to set the goal actions.
Developing Leadership competencies
You develop leadership by trying out new behaviors. Try new behaviors that are part of the Leadership domain where you wish to improve your performance. During your development efforts, try to focus more on the behavior (as described in the Goal focus) than on results. Development is about making small but meaningful incremental changes in behavior, to improve performance over time. Complete all Goal actions you have set for yourself and then review your own performance. Then, if needed, set new Development goals.
Self-Awareness Insights
Being successful at work requires continuous development, as your tasks or work environment are also constantly changing. Professional development therefore is an important part of achieving success.
To initiate personal development at work two things are essential: knowing which competencies are useful for you to develop and setting development goals for these competencies in a way that you can generate lasting meaningful change.
Choosing a Development goal for Self-Awareness Insights
First review your Self Awareness Insights, by clicking on View Insights and selecting each of the four Performance domains (Strategic, Driving, Operative, Enabling). In each domain there are four competencies and on each you may see a result of ‘may underdo’, ‘just right’, or ‘may overdo’. This should give you an idea of where your strengths lie. Note that the scores indicate potential, as actual behavior is not measured. The results are therefore not a review of your performance, but rather of your aptitude for the competency.
Also assess for yourself which of the four domains, or specific competencies, are most needed for your work. Know that not all off the competencies are necessary for you to perform well in your job, so your development efforts should focus on those that are. Combine the information of what is important for your work, with the results of your Self Awareness Insights to determine which competency you want to work on. Now click on these competencies to review the three tips that are provided for each (tips are provided regardless of the result). When you feel like your work could benefit from the behavior described in the tips, click on Add development goal to see a preview of the goal.
We advise you to add no more than three goals for peopleship competencies at a time. Your development efforts will benefit from focus and clarity, so choosing a single goal (with multiple actions) might be best. Know that you can always add another goal later.
Adding Development goals from Self-Awareness Insights
Development goals can be set by Development members, once assessments have been completed for the Self-Awareness Insights. Once chosen, these goals can be viewed in the Development goals page.
- Select Development in the menu on the left and then select Self-Awareness Insights.
- Scroll down to ‘Your Self Awareness Insights Summary’ and click on View insights.
- Click on any of the performance domains next to ‘Choose overview’. You can also choose to set goals for Leadership competencies by remaining on the default tab ‘Leadership’.
- Choose a competency to focus your development efforts on and click on it.
- Click on Add development goal. Now a new window shows you a preview of the goal.
- Click on Confirm if the goal that is presented to you are what you want to work on for your development. The goal is now added to the Current goals in Your development goals page. The button to add the development goal turns white to indicate that you have added this goal, but it remains possible to add the goal again and then choose different goal actions for it.
- Click on Development goals in the menu on the left, to go to Your development page. Here you will find the goal or goals you have just added.
- Click on Add actions to select up to three goal actions you want to perform for the goal you chose. Three actions are provided to choose from, each aligned with the Desired outcome. If your organization has the AI assistant activated, you will also have the option to generate new action.
- Click Confirm to set the goal actions.
Note that Self-Awareness insights also offer insights into your potential for leadership competencies. You can use this information instead of Leadership feedback, when no information is available on your actual performance. The process of adding the development goal to your Current goals and selecting goal actions are the same, but the Desired outcome of the goal is now based on your potential for a leadership competency (‘underdoing’, ‘just right’, ‘overdoing’), instead of the performance feedback you received in this domain.
Developing Peopleship competencies
You develop your job skills by trying out new behaviors. Try new behaviors that are part of the competencies where you wish to improve your performance. During your development efforts, try to focus more on the behavior (as described in the Goal focus) than on results. Development is about making small but meaningful incremental changes in behavior, to improve performance over time. Complete all Goal actions you have set for yourself and then review your own performance. Then, if needed, set new Development goals. Note that the Desired outcomes of a goal are based on your results in the Self-Awareness Insights, which are determined by your potential for behavior. This potential does not change through effort, as it is rooted in personality and general mental ability, but the behavior itself can change. Consider your development progress and the behavior you have practiced, when setting new goals, since your Self-Awareness Insights will not change.