"Developing Self and Others" is a competency that emphasizes the importance of continuous personal and professional growth. It encompasses two main facets:
Developing Self: This refers to an individual's commitment to their own learning and growth. It involves recognizing one's strengths and weaknesses, seeking feedback, setting personal development goals, and taking initiatives to enhance skills, knowledge, and capabilities
Developing Others: This focuses on supporting and facilitating the growth of colleagues and team members. It involves mentoring, coaching, providing constructive feedback, identifying training opportunities for others, and fostering an environment where individuals feel encouraged to learn and grow.
In a Civil Service context, someone proficient in "Developing Self and Others" not only prioritizes their own growth but also actively contributes to the development of their peers, subordinates, or team members. This competency is highly valued in leadership roles, as it promotes a culture of continuous improvement and collaborative growth within organizations.
How to Complete Competency Statements - Using B-STAR
Belief: This is the foundation of your response. It's where you outline the core values or principles that guide your actions. By starting with a belief, you're setting the stage, giving context to why you acted in a particular way or why a situation mattered to you.
Situation: Here, you describe the backdrop against which your actions took place. It provides a context, helping the listener or reader understand the challenges or opportunities you were faced with. It's essential to be concise yet descriptive, painting a clear picture of the circumstances.
Task: This segment focuses on your specific responsibilities or objectives in the given situation. What were you expected to achieve? What challenges did you anticipate? By outlining the task, you're setting the stage for the actions you took.
Action: This is the heart of your response. Detail the steps you took, the strategies you employed, and the decisions you made to address the task at hand. It's crucial to be specific here, showcasing your skills, knowledge, and competencies.
Results: Conclude by highlighting the outcomes of your actions. Did you achieve your objectives? Were there any unexpected benefits or learnings? This section provides a closure, demonstrating the impact of your actions and reinforcing the value you bring.
Developing Self and Others - Example Statement
Belief: I'm a staunch advocate for continuous learning and development. I believe it's pivotal for both personal and professional evolution. By nurturing ourselves and our teams, we can elevate performance and achieve unparalleled satisfaction.
Situation: In my role as team leader at XYZ, I discerned a challenge: several team members grappled with our newly introduced software tools. This struggle was evident in our dwindling efficiency and the compromised quality of our outputs.
Task: Addressing this, my objective was twofold: to bolster every team member's proficiency with these tools and to ensure I remained abreast of the latest industry practices, setting a benchmark.
Action: My first step was a comprehensive survey to gauge the team's pain points with the software. Armed with this insight, I orchestrated specialized training sessions, enlisting industry experts for guidance. These weren't mere lectures; they were interactive platforms where queries were addressed, and hands-on experience was emphasized. To further this, I provisioned sandbox environments, allowing team members to hone their skills without jeopardizing ongoing projects. Post-training feedback loops were established, refining our approach. And to instill a culture of perpetual learning, I championed monthly knowledge-sharing forums. These sessions transcended software discussions, delving into diverse industry-relevant subjects, with team members leading topics they were passionate about.
Results: The fruits of our labour were evident in just three months: a 25% surge in efficiency, a marked enhancement in work quality, and a drastic reduction in errors. Team morale skyrocketed, and our knowledge-sharing initiatives became a much-anticipated event, fostering an environment of collective growth.
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