Developing Self and Others

Investing time and effort in developing yourself and supporting others to develop, building capability across the team.

What this behaviour means

Assessors want a specific development action with a visible outcome — a skill you built and applied, or someone else's capability you actively supported — not a general claim of caring about development.

What assessors are looking for

• A specific development need identified (yours or someone else's), not a vague aspiration
• What you actually did to close the gap — not just attending a course, but applying it
• For developing others: evidence you tailored your support to that person, rather than generic advice
• A measurable change in capability or confidence as a result

Common mistakes

• Listing training courses attended with no evidence of what changed as a result
• Vague claims about mentoring with no specific person, gap, or outcome
• Only covering self-development when the role also wants evidence of developing others (or vice versa) — check the job advert for which the assessors will focus on

How to structure your STAR example

Situation

Identify the specific gap — a skill you lacked, or a colleague who was struggling with something specific.

Task

State what closing that gap needed to look like, and by when if there was a deadline.

Action

Describe the actual development activity and, crucially, how you applied or reinforced it in real work rather than leaving it as a course certificate.

Result

Give the concrete change: a new skill used successfully, a colleague's independent performance, a measurable improvement.