Applying for a Civil Service position can be a daunting task, and many candidates find the 250-word statements to be the most challenging part of the application.
These statements are designed to assess your understanding and demonstration of key behaviours.
However, with a thorough knowledge of the behaviour and a solid structure, what seems like a weakness can quickly transform into a strength.
Related Article: 5 Developing Self and Others Example Statements
What "Developing Self and Others" Means at Grade 6 Level
At the Grade 6 level, "Developing Self and Others" is all about demonstrating leadership through personal development and the development of others. It's not just about your own growth but also about fostering an environment where your team can thrive. At this level, you're expected to:
-
Mentor and Coach: Provide guidance and support to colleagues, helping them to achieve their potential.
-
Encourage Continuous Learning: Promote an environment where learning is valued and actively pursued.
-
Lead by Example: Show a commitment to personal development by seeking out and engaging in opportunities for growth.
-
Create Development Opportunities: Identify and implement opportunities for team members to develop new skills or enhance existing ones.
Compared to previous levels, the emphasis at Grade 6 is on your ability to strategically influence the growth of others while continuing to advance your own skills. This level requires a balance between self-improvement and team development.
Statement Structure: The B-STAR Technique
The B-STAR technique is a powerful tool to structure your 250-word statement effectively. Here's how you can apply it to the "Developing Self and Others" behaviour at Grade 6:
-
Belief: Start by stating your belief or philosophy regarding developing self and others. This sets the context and shows your understanding of the behaviour.
-
Situation: Describe a specific situation where you needed to demonstrate this behaviour. Keep it concise but detailed enough to provide context.
-
Task: Outline the task at hand. What were you responsible for? What goals were you aiming to achieve?
-
Action: This is the heart of your statement. Detail the actions you took to develop yourself and others. Highlight your methods for mentoring, coaching, or creating learning opportunities.
-
Result: Conclude with the outcomes. How did your actions impact the team? What were the measurable benefits? Reflect on what you learned and how it shaped your approach to development.
By adhering to the B-STAR structure, you ensure your statement is clear, concise, and compelling. Each section builds upon the last to create a comprehensive picture of your capabilities and achievements.
Check out 50 example statements covering all behaviours
250 Word Statement Example
I believe that fostering continuous learning and development is essential for both individual growth and organizational success.
As Customer Support Manager I recognized the need for my team to stay updated with rapidly evolving product features and customer service techniques. To address this, I prioritized learning and development for myself and my team.
I assessed the current skills and identified gaps through performance metrics and feedback. It became evident that our team needed better training in advanced product knowledge and conflict resolution.
I arranged for comprehensive training sessions, bringing in product engineers to explain new features and customer service experts to conduct workshops on handling difficult situations.
I also promoted a culture of self-learning by providing access to online courses and encouraging team members to pursue relevant certifications. To support this, I allocated time during work hours for learning activities and set up a budget for external training resources.
To facilitate ongoing development, I introduced a peer mentorship program where experienced staff members guided newer employees. This not only improved skills but also built a stronger, more cohesive team.
I implemented bi-weekly one-on-one meetings to discuss progress, set new learning goals, and address any challenges. This helped in keeping the development plan dynamic and responsive to individual needs.
The results were remarkable. Within six months, customer satisfaction scores improved by 20%, and the team reported higher confidence and job satisfaction. This experience reinforced my belief in the power of continuous learning and the importance of supporting each other’s development.
