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3 Give copies of the model to your team members and ask them for their views on your leadership. Ask them to place three crosses as in 2 above. Ask people to undertake this activity individually, without conferring. 4 Evaluate the responses and note differences from your own response. Be open to the responses – remember that other people often see us differently from the way we see ourselves. Give feedback to the team on the consensus in their responses, also noting the extremes of their ranges (if different from the consensus), compared with your own.

Then provide possible development solutions: Development Needs (1) Possible Solutions (2) 1 2 3 4 Development Needs (3) 1 2 3 4 36 Possible Solutions (2) 2 Leading and coaching Development Plan continued Agreed Priority Development (up to 12 months ahead) (4) Completion Date (5) 1 2 3 4 Agreements (as appropriate) to the above: (6) Date Completed Individual 1 Manager 2 Senior Manager 3 Other Manager 4 37 Development for High Performance Notes for Guidance The following numbers relate to the numbers on the Development Plan.

If so, you should adapt the task in this activity to suit. If not, you can use the self-assessment form and process outlined in the task. Task Read through this task first and discuss with your manager how best to complete it, and when you should do it. To identify the development needs of each member of your team, work through the following steps: 1 Meet with each individual or the team and explain the process – see the Notes for Guidance. 2 Give each individual a copy of the Development Plan form overleaf and ask them to complete the Development Needs sections – agree a date by when they should return the completed form to you.

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