Team Collaboration & Decision Making Skills Assessment

This assignment focuses on two key areas: team collaboration and decision-making skills. For teamwork, you'll need to adapt to different working styles, accept diverse opinions, and actively participate in teams. You will also shadow effective leaders to learn delegation strategies. To improve decision-making skills, you must develop right decision-taking abilities and knowledge by attending various learning events such as simulations and workshops. Regular assessment by senior managers on a quarterly and half-yearly basis is required.

Personal and Professional
Development

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Approaches to self-managed learning and different learning styles:...............................1
1.2 Ways which enables lifelong learning in personal and professional developmental context:
................................................................................................................................................3
1.3 The benefits of self-managed learning to individual and organisation:...........................4
4.1 Major issues at work place and their solution:.................................................................4
4.2 Learning Styles which can help in overcoming issues and communicating:...................5
4.3 Different time management strategies for individual and company:...............................6
TASK 2............................................................................................................................................7
2.1 Personal skill auditing and evaluation against the professional standards:......................7
2.2 Identification of my own developmental needs and activities needed to overcome them:9
2.3 Identification of my own developmental opportunities to meet current and future goals:10
2.4 Personal and professional developmental plan:.............................................................10
3.1 The process and activities required to implement the developmental plan....................12
3.2 Undertaking and documenting development activities as planned................................13
3.3 Evaluating own learning against the set objectives and standards:................................13
3.4 Updating the developmental plan as per feedback and evaluation:...............................14
CONCLUSION..............................................................................................................................14
REFERENCES..............................................................................................................................15

INTRODUCTION
Today, organisations are trying to find people who are self-reliant and focused on their
own learning process as they are the ones who will lead others in right direction. For existing
employees, organisations try to map out a path which can be followed for achieving growth and
development in their career. Personal and professional development is very important for an
individual as this enables him in setting a path for himself by which he can achieve a desired
level of career growth in future (Avalos, 2011). A highly skilled employee assist organisation in
achieving targets and goals with efficiency. Basically in today's ever changing scenario, it is very
difficult for people to survive in market and that is why their personal and professional
development is vital. This report is based on Sainsbury which is a third largest retailer in United
Kingdom. It deals in grocery and general merchandise. This project will cover about various
methods which promotes self-managed learning and lifelong learning. Also it will state about
ways by which a person can acquire new interpersonal skills. This report will also aid the
researcher in improving his knowledge about how a person can evaluate himself for keeping
right level of growth in his career.
TASK 1
1.1 Approaches to self-managed learning and different learning styles:
Self-managed learning is a concept which states about how a person can analyse himself
against various organisational and personal standards and boost his learning to better future
growth prospectus (Bauer, 2010). This self-management leads to lifelong learning, which makes
a person eager to keep on developing and evolving with changes around him. It is very essential
for a person to manage himself and his abilities as to set a path which will lead to growth and
development. These day’s organisation and government are trying to initiate various programs
which will enhance workforce quality and productivity. They want an individual to be
responsible for his own activities and growth.
There are few approaches which can be used by Sainsbury for boosting its employee's
learning process: Visionary approach: It is based on encouraging people to map out their future plans on
their own (Blair, 2016). He has to set objectives and goals as per the future requirements.
1

 Leaning through research: In this approach, a manager assists an employee in
conducting research about possible weakness and fix them. Seminars and Conferences: This is one of the most commonly used method where a
person is put off the job and taught about various methods, and trends.
 Meta strategic approach: This is an approach which states about changing mental
framework of an individual and make him use strategic plan for ensuring better future
aspect.
The meta strategic approach with seminar and conferences is most suitable method for
boosting lifelong learning in individuals. There are certain styles which have to use by managers
with these approaches, to make them more effective (Brody and Hadar, 2011). Every person
perceives things in a different way and that is why managers have to use these styles:
2
Illustration 1: Learning Styles, 2017

As mentioned in image, these styles are used by managers in Sainsbury to make sure that
each and every employee is learning all necessary things (Desimone, 2011). The best way to
teach different employees about changes in company is to use combination of these styles.
1.2 Ways which enables lifelong learning in personal and professional developmental context:
The concept of lifelong learning is not new but still people are not inclined towards it.
Sainsbury uses different types of techniques to encourage its employees to follow and adapt to
changes which are taking place in the environment. By using concept of self-managed learning,
employees are able to map out their plan for activities which they will be conducting. By doing
so, he will be able to create an effective path for himself and overcome all of his weakness and
threats. There are certain ways which are used by company to encourage its employees: Self-analysis and evaluation: An employee is motivated by management to keep on
analysing and evaluating himself as to ensure that set path is giving desired results or not. Leadership styles used by managers: There are various types of styles managers use. The
employee determination is impacted by leadership style opted by him (Elliott, 2011). So
if he is authoritative and wants employee to self-manage then it is not possible. He has to
be flexible and democratic in approach. Motivational incentives: There are two types of incentives which are given by company
to employees, first is monetary and second is non-monetary. The company has to keep on
providing various incentives to workers just to ensure that they have enough zeal to take
on new learning. Communication and management-employee relationships: If there is communication
gap between employee and management then their relationship will be strained (Gibson,
Dollarhide and Moss, 2010). It is very important to be maintained as to encourage
workers to keep on self-managing their learning and development. Training and development: These are events which are conducted by human resource
department of company. They are aimed to develop a set of skills in employees which
ultimately leads to lifelong learning.
 Different learning styles: There are different types of learning styles which are
mentioned above in the image (Hadar, L.L. and Brody, D.L., 2013). A manager has to
make sure that he is using appropriate style for an individual. If he does not do so then
results will be opposite and disastrous.
3

1.3 The benefits of self-managed learning to individual and organisation:
There are many benefits of self-managed learning and lifelong concept to individual and
organisation. It is a concept which ensures that a person will become self-reliant and manage his
own learning and development. This leads to better skills and ability to perform task in
organisation which results in achievement of goals and objectives. Today, organisations want
individual who are managing their own learning and development process as this reduce amount
of efforts managers will have to put on to him. He will be mapping out path for his career
development and future growth (Hamza, 2010). Also regular evaluation leads to finding out
weakness and threats which he himself overcome or ask manager to provide assistance. There
are certain benefits of self-learning which are mentioned below:
Advantages to Individual: Increases knowledge, skills and abilities: It assist a person in boosting his own
capabilities to a whole new level. Decision making is improved: The speed of taking right decision is increased many folds
when a person have required knowledge. Effectiveness and efficiency is enhanced: His productivity is automatically improved
when his capabilities are increased.
Advantages to organisation: Increases customer satisfaction: When employee perform as per standards customer
satisfaction automatically increases. Enhances team building and working: When people are eager to learn new things, they
easily adjust in teams and share their idea and knowledge for better learning.
 Better employee-management relationships: The managers and workers are able to
develop better relationship in between them as employee perform as per requirements.
4.1 Major issues at work place and their solution:
Every organisation faces issues at their workplace which are generated due to various
situations which pop up at different times (Hopkinson, 2014). They are very common as
environment in which business operates is very dynamic and it keeps on changing. There are
certain issues identified in Sainsbury:
 Coordination in between management and employee's
4

This is a major work based problem which exist in Sainsbury. There is lack of co-
ordination in between various departments, employees and their managers. It impacts their
productivity levels and hampers functionality of company. The time taken in completing a task is
also increased which leads to additional cost. This issues have to be solved and addressed in an
effective manner.
Solution:
There are certain ways in which this issue can be addressed: Creation of communication channels: Sainsbury management has to create more
effective communication channels which keep flow of information smooth and loss of
data can be minimised (Hunzicker, 2010). Currently they have a rigid model which
restricts them in keeping flow of information smooth. Reducing confusion regarding hierarchy: Some employees are confused about
hierarchy structure of company. They have to be re-introduced as to reduce any confusion
and fix the reporting and completion time.
 Team Building and working: This is an activity by which company can boost co-
ordination between people from different fields and departments. Also it assists in
making management and employee relations good.
4.2 Learning Styles which can help in overcoming issues and communicating:
Each type of problem has to be addressed in a specific manner. If the method used in
solving these queries is not effective than there will be drastic results, like higher employee
turnover rate (Kumari, 2011). A manager has to ensure that learning events are being designed as
per the requirement of people. He has to formulate a combination learning style in which he will
use various audio, visual and logical methods to change the metal framework of employees. This
will enable people in perceiving things in a desired way.
The identified issue in this report is that there is lack of co-ordination between various
department. A manager has to use combination style and communicate to different levels in a
different style (Lago, 2010). Basically there are 3 styles of communicating which are followed
by manager to communicate at strategic, tactical and operational: Controller style: The identified solution has to presented in form of facts and figures in
front of top management means strategic level.
5

 Analyser style: All the information about various activities has to be stated to middle
level. They require precise data in raw form.
 Supporter style: These are the supervisors and worker. They have to be informed about
the activities in a way that there are no doubts.
4.3 Different time management strategies for individual and company:
Time management is very important for an organisation and individual. Time should be
used in a proper manner and a strategical approach should be applied to it. A proper time
management strategy will assist manager in organising and using different types of resources in
an appropriate manner. It also aids business in efficiently and effectively achieving all the
desired targets. There are different types of time management strategies which are appropriate
for company and individual:
As mentioned in image, these are the most useful strategies and process which can be
used by individual to manage his work and ensure their timely achievement (Maskit, 2011). The
following one is most suitable for employee in Sainsbury: To Do List: Individual need to prepare a to do list where all the task which have to be
completed are listed. Focus: Employee have to focus on all the aspect of task and understand their value for
organisation. Proactive: He then proactively evaluate himself against the desired standards and
requirements. Prioritizing: An employee has to prioritise task as per the need of organisation. These
task will be completed in a order and according to them they have to be prioritise. Organising: All resources will be organised before initiating task (Moon, 2013). This
will ensure less time consumption during task progress.
6
Illustration 2: Time Management Strategies, 2016

 Delegated: All essential authority and responsibility will be delegated to various
employees.
TASK 2
2.1 Personal skill auditing and evaluation against the professional standards:
It is very vital for individual to evaluate themselves against organisation standards. This
assist him in understanding about his various strengths, weaknesses, opportunities and threats.
This knowledge will enable him in self-apprising himself (McNiff, 2010). Managers in company
assist employee by providing different types of facilities. The goals and objectives are set on the
basis of SMART targets which are set by manager and employee together. They are realistic and
achievable goals which are in accordance with employee capability.
There are certain abilities which are required by the the post of store manager in
Sainsbury, such as; problem solving skills, team building and working, motivating subordinates,
researching skills, quality standards, confidence, decision making ability, analysis skills. As per
these skills I have conducted a personal audit [See in Appendix 1]. It is important for making
sure that issues and variances that exist in the capabilities are sorted and removed. It has to be
done by getting a score from other and giving myself score on various skills. This will allow me
in ensuring that a proper evaluation is completed. Also, there are different types of issues that
will be stated by other instead of my own individual scoring. The negative variance are my
strengths and positive ones are my weakness in the table that is stated in the appendix.
As identified in the audit, there are certain strengths and few weaknesses which I have
identified.
Strengths
 I am a good problem solver
 I boost the whole team building process
 My researching skills are good
 My analysis skills are good
 I am able to maintain quality standards.
Weaknesses
 I am not able to adapt to new methods
 I am not able to motivate people around me
7

 I am not a good team worker
 My decision taking ability has to be improved
I will update my CV according to these only [See in Appendix 2].
This will assist me in ensuring that I get right job. With a updated CV I can apply for the
jobs that I was not compatible with before. Also there are higher chances that I will get selected
in it due to my updated skills set and qualities. As a manager, I will try to keep CV updated as it
is something that states about my own personal qualifications. Also, this will allow me in
ensuring that I am able to explore any opportunity that comes in front of me and can boost my
career growth.
There are certain things which I have to improve, that have been identified in the personal
audit and its outcome as weakness.
2.2 Identification of my own developmental needs and activities needed to overcome them:
Everyone who is competing in the market has to keep on learning and updating himself
as to ensure that he achieved all desired goals set by him in past (Mwalongo, 2011). I also have
few weaknesses which I have identified with the aid of personal audit. There are certain areas
which I found out that are strong while there are few which needs improvement. For analysing
all my strengths, weakness, opportunities and threats, I have conducted SWOT analysis: [See in
Appendix 3]
SWOT analysis described about the strengths that I have and issues that are hampering
my ability to serve market in a appropriate manner. There are various ways in in which these
problems and threats to my own capabilities can be overcome. I have to use my strengths and
opportunities to gain more in future. In the SWOT analysis I found out that I am a good problem
solver, an able person who can boost business process, Better researching quality, able to analyse
situations and also maintenance of standards is at par.
I identified certain weakness that I possess at the moment. They are related to adaptation
of new methods, as well as I am not able to motivate people around me and I found out that there
is need to improve team working skills. Also, my decision taking ability has to be improved.
I have many opportunities that I identified in the SWOT analysis, they are Improving
efficiency and effectiveness, Managerial capabilities, Communication skills and enhancing
decision making skills.
8

There are certain threats that I have to overcome for ensuring that I achieve my life and
professional goals. They are Better skilled administrators working in industry, Employee
resentment in the organisation, Less productiveness of mine and High Resource intake.
As identified in SWOT analysis, I have to use different types of techniques to overcome
weaknesses. Seminars and conferences: This is a proven method which have helped many in
developing new skills and abilities (Nicholls, 2014). I will attend different events where I
can learn about different methods and techniques to motivate people around me. Taking active part in decision making: This activity will boost my ability to make better
decisions and in a limited time period. Simulation: I will join various role plays to know about how to act in different situations.
 Guidance from seniors: I will seek guidance from my seniors to ensure that I am on right
path.
2.3 Identification of my own developmental opportunities to meet current and future goals:
There are many opportunities which are available for me in the environment. But not
every chance is appropriate, there is requirement to select and identify correct one (Olsen, 2015).
There are multiple issues identified in self-audit according which I will be setting my current and
future goals: Current needs: These are the needs which have to meet in a short period of time.
◦ Overcoming issues identified by undertaking mentioned activities: There are various
activities which will be conducted for addressing the issues I have identified to ensure
that I overcome them and achieve all my goals and objectives in an efficient and
effective manner. Future needs: These are the long term goals which have to be based on SMART targets.
This ensures their timely achievements.
◦ Career growth and development: This is a long term goal which have to be specific
and good for person own growth. To achieve this target, I have to start self-managing
and adopt the process of lifelong learning.
All the factors which can impact my performance as a store manager has to be analysed
in a proper manner. This will ensure a successful achievement of goals and objectives. Short
term goals should be taken as those by which we can measure overall progress (Shortland, 2010).
9

There is need of a developmental plan which will state about how everything will be completed
and achieved in a specified time period.
2.4 Personal and professional developmental plan:
Planning beforehand enables us to utilise all the resources in an effective and efficient
manner. It is an activity where a person can set direction for efforts which will lead to the end
result. A personal and professional plan will assist me in deriving a path for better growth and
development in future. It will be prepared on the basis of my strengths, weakness,
oppourtun8ities and threats.
There are three question which will be addressed by my personal and professional plan:
 The required skill set.
 How they will be developed.
 When they will be developed.
Personal and professional plan: [See in Appendix 4].
The personal and professional plan needs to be developed for setting a path that can be
followed for making sure that each task is completed in a set period of time. The whole plan is
made for improving skills that were identified as my weakness. There are various issues that
needs to be improved for making sure that quality of work and surrounding are enhanced.
Primarily there are three issues that I am facing at the moment and they are related to team
working, motivation and decision making skills. There are different methods like seminars and
conferences, simulation training, MDP, etc are used for enhancing them. Every task will be
judged by managers, co-workers and experts for better effectiveness in the developmental
program.
3.1 The process and activities required to implement the developmental plan
It does not matter how effective plan has been prepared by a person, until unless they
implement it in a right manner. If the implementation of a plan is not at par with the requirement,
then the result will be negative. In order to push for a developmental scheme, everyone has to
follow a process that ensures a proper implementation. If the plan of execution is not well
prepared then whole learning event will be a failure (Stenberg, 2010). Learning styles and theory
will be devised as per the person requirement and needs. So that he adapts to new methods and
techniques quickly. When it comes to style, there are 7 styles mentioned in this report, these
styles can be adopted on the basis of Kolb definition of four types of people. According to that I
10

am an assimilating types of learner who like to approach everything in a different manner with
logic. Few steps will be followed for proper implementation: Evaluating Developmental plan: There is requirement of evaluation of whole
developmental plan as to check its viability and feasibility. Creating a vision: There is need of creating a view which will state where a person will
be if all learning is absorbed in a right manner. Selecting team members: Different people who are required in this process will be
selected and asked to perform certain task such as providing judgement. Scheduling meetings: Meeting will be scheduled to assign everyone their task.
 Involving upper managers: Senior manager will be informed for ensuring their support.
3.2 Undertaking and documenting development activities as planned
It is very important for taking on all the activities as planned and they have to be
documented in a proper manner (Sutherland, Howard and Markauskaite, 2010). There are some
key points which have to be followed for documenting all the information and activities a right
manner:
 Gathering initial thoughts and documenting them.
 Inclusion of meeting notes and decision.
 Drafting of document.
 Identification and fixation of flaws.
There are various activities which will be undertaken: Training: This will be the events which will be attended as per the personal and
professional developmental plan. Change management: Individual have to map out a path which will ensure that all the
new methods and techniques are adopted in a proper manner.
 Research: This is an activity which will be undertaken for gathering information.
3.3 Evaluating own learning against the set objectives and standards:
It is very important for a person to keep on reviewing and evaluating his own skills, and
performance. It is much more necessary to do so after training has be undertaken by an
individual (Von Haenisch, 2011). It also enables a person in identifying loopholes that exist in
his skills and attributes. If the impact of training is found to be not at par with standards, then
they will be changed. There are few activities which will be conducted to evaluate:
11

 Motivation and anticipation: If an individual is not motivated enough and he is not able
to anticipate the future then whole activity has to be redesigned. Using experience and Knowledge: Senior managers have experience and they can have
provided judgement on plan as if it will be effective or not.
 Evaluation in meeting and presentation: All content has to be prepared and presented as
to get right judgement from selected team members.
3.4 Updating the developmental plan as per feedback and evaluation:
Regular updating of plans ensures greater level of adaptability with the changing
environment (Zepeda, 2012). It also assists in stabilising the process and pushes for efficient and
effective manner of achieving goals. If the plan fails, then it will be reassessed and changes will
be made as per evaluation:
Use of different methods: If manager style is not as per the need of individual then it has to be
changed.
Changes in training techniques: The different types of training methods are available and
manager as well as individual has to ensure that right techniques are used.
The changes will have to be properly enforced, so that person is able to adapt to them.
Regular analysis and identification will assist an individual in identifying different needs which
he has to address by updating his developmental plans.
CONCLUSION
The personal and professional development and planning is very important for individual
in today's dynamic era, where everything is changing at a rapid speed. It will ensure that person
is ready to face different types of challenges in his life and career. It provides confidence and
boost his capability to work in more effective and efficient way. As stated in report, there are
various strategies which can be used by individual to utilise time effectively. While organisation
has to ensure that they use right type of style to boost self-managed learning in its employees. A
person has to develop his own developmental plan for setting a clear path for achieving his long
term and short goals in an efficient and effective manner. It will also aid him in identifying
current and future needs according to which planning will take place.
12

REFERENCES
Book and Journals
Avalos, B., 2011. Teacher professional development in teaching and teacher education over ten
years. Teaching and teacher education. 27(1). pp.10-20.
Bauer, W.I., 2010. Your personal learning network: Professional development on demand.
Music Educators Journal. 97(2). pp.37-42.
Blair, D.J., 2016. Experiential learning for teacher professional development at historic sites.
Journal of Experiential Education. 39(2). pp.130-144.
Brody, D. and Hadar, L., 2011. “I speak prose and I now know it.” Personal development
trajectories among teacher educators in a professional development community.
Teaching and Teacher Education. 27(8). pp.1223-1234.
Desimone, L.M., 2011. A primer on effective professional development. Phi delta kappan. 92(6).
pp.68-71.
Elliott, J. ed., 2011. Reconstructing teacher education (Vol. 221). Routledge.
Gibson, D.M., Dollarhide, C.T. and Moss, J.M., 2010. Professional identity development: A
grounded theory of transformational tasks of new counselors. Counselor Education and
Supervision. 50(1). pp.21-38.
Hadar, L.L. and Brody, D.L., 2013. The interaction between group processes and personal
professional trajectories in a professional development community for teacher
educators. Journal of Teacher Education. 64(2). pp.145-161.
Hamza, A., 2010. International experience: An opportunity for professional development in
higher education. Journal of Studies in International Education. 14(1). pp.50-69.
Hopkinson, C., 2014. Personal and professional development. Becoming a Nurse: A Textbook
for Professional Practice. p.383.
Hunzicker, J., 2010. Characteristics of Effective Professional Development: A Checklist. Online
Submission.
Kumari, N., 2011. Personal therapy as a mandatory requirement for counselling psychologists in
training: A qualitative study of the impact of therapy on trainees’ personal and
professional development. Counselling Psychology Quarterly. 24(3). pp.211-232.
Lago, C., 2010. On developing our empathic capacities to work inter‐culturally and inter‐
ethnically: attempting a map for personal and professional development. Psychotherapy
and politics international. 8(1). pp.73-85.
Maskit, D., 2011. Teachers’ attitudes toward pedagogical changes during various stages of
professional development. Teaching and Teacher Education. 27(5). pp.851-860.
McNiff, J., 2010. Action research for professional development: Concise advice for new action
researchers. Dorset: September books.
Moon, J.A., 2013. Reflection in learning and professional development: Theory and practice.
Routledge.
Mwalongo, A., 2011. Teachers' perceptions about ICT for teaching, professional development,
administration and personal use. International Journal of Education and development
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Nicholls, G., 2014. Professional development in higher education: New dimensions and
directions. Routledge.
Olsen, B., 2015. Teaching what they learn, learning what they live: How teachers' personal
histories shape their professional development. Routledge.
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Shortland, S., 2010. Feedback within peer observation: continuing professional development and
unexpected consequences. Innovations in Education and Teaching International. 47(3).
pp.295-304.
Stenberg, K., 2010. Identity work as a tool for promoting the professional development of
student teachers. Reflective Practice. 11(3). pp.331-346.
Sutherland, L., Howard, S. and Markauskaite, L., 2010. Professional identity creation:
Examining the development of beginning preservice teachers' understanding of their
work as teachers. Teaching and teacher education. 26(3). pp.455-465.
Von Haenisch, C., 2011. How did compulsory personal therapy during counselling training
influence personal and professional development?. Counselling and Psychotherapy
Research. 11(2). pp.148-155.
Zepeda, S.J., 2012. Professional development: What works. Eye on education.
Online
Personal and Professional Development. 2017. [Online]. Available Through:
<https://www.ppd.admin.cam.ac.uk/career-development/secondment-development-
initiative/individuals/benefits>. [Accesses On 29th June 2017].
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<https://www.uea.ac.uk/science/graduate-school/personal-and-professional-
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Appendix
Appendix 1
Sl.
No.
Skills and Competencies Score Score from
others
Variances
1 Am I good problem solver 7 8 -1
2 I boost team building 6 8 -2
3 My researching skills are good or not 8 9 -1
4 Adaptation for new methods and techniques 7 5 2
5 I am a motivating factor for people around me 8 6 2
6 My analysis skills 8 9 -1
7 My knowledge for various quality standards 7 8 -1
8 Me as a team worker 7 6 1
9 My decision making and taking ability 8 6 2
(The negative variance are my strengths and positive ones are my weakness)
Appendix 2
Curriculum Vitae
Name:
Address:
Telephone number:
Email:
Carrier Objective: To Establish and build a career in a growing organisation, through which my
I can improve my skills and constant learning can be achieved.
Academic Qualification:
 Graduate
 Masters in marketing and Human resource
Experience:
 Experience of 3 years in Sainsbury
15

Personal skills:
 Able to sort out any situation
 Team building and working
 Honesty
 Compete in any situation and grab opportunities
 Time management
 Leadership abilities
Declaration:
I solemnly declare that all information are totally pure.
Appendix 3
Strengths
 I am a good problem solver
 I boost the whole team building process
 My researching skills are good
 My analysis skills are good
 I am able to maintain quality standards.
Weaknesses
 I am not able to adapt to new methods
 I am not able to motivate people around
me
 I am not a good team worker
 My decision taking ability has to be
improved
Opportunities
 Improving efficiency and effectiveness
 Managerial capabilities
 Communication skills
 Improving decision making skills.
Threats
 Better skilled administrator
 Employee resentment
 Less productiveness
 High Resource intake
Appendix 4
SL
.
no
LEARNI
NG
OBJECTI
CURRENT
PROFICIEN
CY
TARGET
PROFICIEN
CY
DEVELO
PMENT
OPPORT
CRITERIA
FOR
JUDGING
TIME
SCAL
E
EVIDEN
CE
16

. VE/GOA
L
UNITIES SUCCESS
1 Motivatio
nal skills
I am lacking
motivational
skills which is
creating a
barrier in
creation of
right
environment.
Theories and
methods of
motivating
others needs to
be learnt.
Seminars
and
conferenc
es,
lectures
from
motivatio
nal
leaders,
articles.
Subordinates 1
month
Colleagues
judgement
2 Team
Working
I am not able
to adapt to the
the working
style of other
people and
cope up with
the team
working.
Adapting and
accepting other
opinions, new
methods and
knowledge
will assist.
For this I
will need
to be more
active in
teams.
Shadowin
g and
delegating
will aid.
This will be
judged by my
team
members
2mont
hs
Team
members
3 Decision
making
skills
I am not able
to take right
decision at
right time.
I need to
develop right
skills,
knowledge and
abilities set
which will
enable me in
taking right
decision.
I have to
attend
various
learning
events
such as
simulation
training
and seek
The senior
managers will
assess on the
basis of
quarterly and
half yearly
reports.
3-6
months
Senior
managers
17