Interpretive Guide
Developing Others involves a genuine intent to foster the long-term learning or development of others
through coaching, managing performance and mentoring. Its focus is on developmental intent and effect
rather than on a formal role of training. For this competency to be considered, the individual’s actions should
be driven by a genuine desire to develop others, rather than by a need to transfer adequate skills to complete
tasks.
Behavioural Level
1. Expresses Positive Expectations of
Person:
-
Makes positive comments regarding others’
developmental futures: current and
expected future abilities and/or potential to
learn even in “difficult” cases.
-
Believes others want to and can learn or
i mp r o v e t h e i r p e r f o r ma n c e .
-
Schedules regular feedback oppo rtunities.
2. Gives Reasons, Other Support:
- Gives directions or demonstrations
with
rationale as a learning strategy for others.
-
P r o vi d e s r e s o u r c e s t o r e m o v e b a r r i e r s t o
t a s k a c c o mp l i s h m e n t ( e . g . , v o l u n t e e r s
additional resources, tools, information,
e x p e r t a d vi c e , e t c . ) .
-
Asks questions, discusses o r clarifies, in
o r d e r t o v e r i f y t h a t o t h e r s h a ve u n d e r s t o o d
explanation or directions.
3. Gives Feedback to Encourage:
- Gives specific feedback for developmental
purposes on a regular basis.
-
Reassures others after a setback.
Gives negative feedback in behavioural
r a t h e r t h a n p e r s o n a l t e r ms , a n d e x p r e s s e s
e x p e c t a t i o n s f o r f u t u r e p e r f o r ma n c e o r
gives individualized suggestions for
i mp r o v e m e n t .
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Interpretive Guide
Level
Observed
Did the candidate provide evidence of giving
employees a “clean slate”? Did the candidate
encourage others regarding their potential?
Did the candidate demonstrate walking an employee
through a specific task with the intent of helping them
learn? Did the candidate provide others with useful
advice relating to job completion? Did the candidate
use easy to understand analogies to explain complex
tasks? Did the candidate use paraphrasing and other
techniques to ensure others have understood their
directions? Score this level if the intent behind the
story was to help an employee learn a skill or task.
Has the candidate provided specific feedback to an
employee that is concrete, focused on the task and
constructive? Did the candidate demonstrate to
employees his/her support for on-going development
despite areas of weakness? Did the candidate
demonstrate an ability to encourage and support an
employee during a frustrating or difficult time? Score
this level if the intent behind the feedback was to help
the employee be able to perform their job better.
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Interpretive Guide
4. Does Longer-Term Coaching,
Mentoring or Training:
-
C o n s u l t s w i t h i n d i vi d u a l s a n d e n s u r e s
appropriate and helpful assignments,
f o r ma l t r a i n i n g , o r o t h e r e x p e r i e n c e s f o r
the purpose of fostering a person’s learning
and development.
-
T h i s d o e s n o t i n c l u d e f o r ma l t r a i n i n g d o n e
s i mp l y t o m e e t c o r p o r a t e r e q u i r e m e n t s .
-
May include identifying a training or
developmental need for individuals or
across the organization and establishing
n e w p r o g r a ms o r ma t e r i a l s t o m e e t i t .
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Did the candidate provide employees with training or
assignments outside of that required by the
organization specifically for the development of the
employee? Did the candidate arrange for training or
other experiences to meet a specific developmental need
within the organization, department or team? Score
this level if the candidate’s intent was to help the
employee perform better within the broader
organization.
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