Supporting Others

This competency explores how well you support and facilitate the development and learning between employees, how you motivate them and use their time, skills, and potential, the extent to which you use reasons and rationale to support your actions and how you provide guidance, mentoring and training to help them reach their goals.

Competencies

Supporting Others

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Level1

Sharing Performance Expectations

agrees with others on clear, consistent expectations and goals; checks for understanding of performance expectations; provides guidance and share information to optimise performance; helps others think for themselves about their development needs in relation to the job

Current Competence
Desired Competence
No actions

Level2

Creating Open Climate

deals with others openly and directly about agreed outcomes; reviews performance against clear standards or expectations; tries to bring out and clarify unspoken thoughts, concerns or feelings; actively invites and makes helpful suggestions to assist others in identifying their key strengths and areas requiring development

Current Competence
Desired Competence
No actions

Level3

Building On Feedback

uses timely, constructive and balanced feedback to encourage and develop others; expresses confidence in others in challenging circumstances and where learning is taking place; monitors performance on a consistent basis; facilitates others learning from their own successes and shortcomings

Current Competence
Desired Competence
No actions

Level4

Managing Performance Problems

becomes actively involved in addressing performance problems and works constructively with others to achieve improvement; addresses the performance and the behaviour rather than the person; manages negative comments in a positive manner; creates an environment where people learn from their actions in a positive and non-critical way; arranges successful experiences for others to develop their skills and confidence; follows up to monitor effectiveness of development opportunities

Current Competence
Desired Competence
No actions

Level5

Empowering Personal Development

treats the development of others as an on-going and significant component of the job; encourages others to be concerned about their own growth; creates ownership of outcomes by enabling others to contribute to their own development; effectively models and encourages high performance in others; acts as a coach and mentor by sharing own knowledge and experience with others based on a good understanding of need

Current Competence
Desired Competence
No actions