Manager Capability Assessments

Shane Combest: Finally I'm going to show you what it's like to take the self assessment. So typically 6 to 8 weeks after the last class in their program. They're going to be asked to take a self assessment. As part of this, we're going to measure their capabilities, their strengths, their opportunities and their improvement. So I'm a manager in this case, I'm going to nominate some of my colleagues or direct reports in this case to complete the survey on my behalf and then I'm going to take my own self assessment survey. I'm going to reflect, on things that I've gotten better at. So these skills are going to be dynamically populated based off of the content of the program that I've gone through and what skills were actually addressed in that program. I'm going to select a few that resonate with me. And then I'm going to go through, I'm going to answer a series of questions around each deep dive capability. First one here on coaching, measuring how effective I feel, I am coaching. I'm going to give myself a four out of five and then we're also going to ask, "What skills would you want to focus on improving within coaching?" So 'Choosing when to be more directive or supportive'; 'Acknowledging and validating other thoughts and feelings." What's really powerful about this is we have content and classes for every single one of these skills. So both for the learner and for the admin, we're going to be able to ladder up this content to make sure that there's something relevant for them to follow up on. It typically takes around five minutes is what we find for most of our learners and in this, they're responding to again back to back different capabilities on career development, for example, in this case and then skills within career development that they may want to focus on. Okay, after some time has passed, I'm going to get an email with the actual assessment results, once my peers or direct reports have finished their assessment survey as well. And what's really cool here is we can see for each of the capabilities, we have 14 different capabilities, how I am scoring versus how my colleagues are scoring, right? So this helps me recognize where are there blind spots, where are there opportunities for me to go a little bit deeper? And then of course, when we look at the responses, I can now see all of the detailed responses around the skill. So where have I gotten better? And what did I say as well as what did my colleagues say? Right, so this is really, really interesting information for me to see how I've improved and then for, depending on the capability, depending on the score, where I might want to focus on improving, Right? So here we see for coaching skills, I selected two skills, one of which, 'Choosing when to be more directive or supportive', really, really resonated with my team, as well. So this is going to tell me where I should focus my efforts if I decide to focus on coaching as a capability where I should dive a little bit deeper. And of course we have content available for that, and I'll show a little bit on the app and experience how we're going to leverage these results to drive future learning strategy for the organization, but it's also really, really powerful for the learner after having gone through this program after I have learned a bunch of skills, how they should apply those skills, where they should focus their efforts. So in this case, we see for "Feedback Giving" that 'Encouraging open dialogue to uncover underlying feelings' is something that's resonating with two of the three colleagues, whereas I had thought to focus on something else. So this is a really nice opportunity for me to self-reflect and figure out how to focus my efforts and where to focus next in applying what I've learned.