Starting a job as a people leader for the first time can be daunting. It can be one of the most difficult transitions in your career. Many new people leaders find it hard to leave behind the behaviours that made them successful in their previous roles. They often don’t have the skills and capabilities to become effective people leaders or know where to start their development.
The My Development Tracker assessment helps new people leaders discover and reflect on the skills and behaviours they should focus on to develop their leadership capability.
The assessment assesses the seven transition areas that new people leaders need to develop to become successful people leaders. These are:
My Development Tracker will help new people leaders:
- and their managers have informed development conversations
- identify the areas where development should be focused
- with learning tips specific to the new people leader’s development needs
- plan their next steps and development activities
- keep on track and understand where they’re heading
- create habits that will help them achieve their goals.
Thirty statements are rated on a scale ranging from ‘not at all like me’ to ‘just like me’. The assessment helps analyse the behaviours that the new people leader demonstrates most frequently in their work. The results aren’t a performance measure; they’re provided to give an individual a place to start thinking about their development.
How does my new people leader sign up for My Development Tracker?
We recommend that a new people leader completes My Development Tracker within the first 90-days of starting their new role, so that both you, their manager, and the new people leader are familiar with the responsibilities the new people leader has been tasked to carry out.
To begin the process, either you or your new people leader needs to contact the Leadership Development Centre (LDC) at firstname.lastname@example.org. Include the names and work email addresses of the both yourself and the new people leader.
Next, you and your new people leader will receive an email with a link to the assessment. The assessment takes approximately 10 minutes to complete. After you have completed the assessment, LDC compiles the development report and emails it directly to your new people leader.
My Development Tracker costs $180.00 + GST per person.
Results and development planning
The development report shows where the new people leader is in their transition to becoming a successful people leader.
New people leader
Once they have received the report, the new people leader can reflect, plan, and focus on the areas they need to develop in their role. They answer follow-up reflection questions in the report and begin their development plan, in preparation for discussing it with you.
Both you and your new people leader should schedule a development planning meeting together to discuss the results of the report.
Allow time for your new people leader to reflect and prepare their development plan after they receive their report and before the development planning meeting.
You may want to ask your new people leader for a copy of their report in advance so you are ready to discuss their development plan and goals.
Prompts for the development conversation
It’s important that you discuss the report’s follow-up questions with your new people leader. Ideally, the new people leader should take the lead on the conversation. To support your conversation, here are some suggested areas you might wish to explore with them:
- What development priority is their strongest and how can they leverage this more?
- What development priority are they rated lowest on and what are some specific goals they could set in that area?
- What surprised them about the assessment results? Where were they higher or lower than expected?
- Where did your and their scores differ the most? Explore possible reasons for that? What were you both thinking about when you were answering questions on that topic?
- Where were the biggest similarities in your ratings?
- What area do they want to focus on developing first and why? Is this consistent with your thinking?
- If they are to make a shift in a development priority, which one do they think will have the biggest overall impact on their leadership?
Ensure that by the end of the conversation you have talked through an overall development plan and agreed goals for the duration of the programme.
For more information
To find out more about the My Development Tracker process, please email email@example.com.
Your new people leader could complete the assessment again after they’ve been in their role for some time to review their progress and identify any new areas for development.