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HOW TO DEVELOP BEHAVIOURAL COMPETENCIES:
A DEVELOPMENT HANDBOOK

PERFORMANCE MANAGEMENT AND PROFESSIONAL DEVELOPMENT TEAM,
LEARNING AND DEVELOPMENT

HUMAN RESOURCES

CONTENTS
Page
Section One:Introduction4

Provides background and a brief overview of the guide

Section Two: The benefits of developing behavioural competencies5

1. Explains why behavioural competencies are important

2. Explores the choosing of behaviours

3. Explains preparation

Section Three:Steps to developing behavioural competencies8

1. The four stages to developing behaviours

2. Asks ’What about skills?’

3. Suggests ways to overcome possible blockages to learning

4. The overall framework within which a behaviour can be developed

Section Four:Detailed descriptions of the 13 behavioural competencies11 Included for each competency are

■ A general definition followed by definitions specific to each level

■ Examples illustrating how a behaviour may be demonstrated, or fail to be demonstrated, in practice

■ A list of development materials and activities which suggest ways to strengthen levels of competence. | |Page | |Page | | |12 |Leading and Developing Others |43 | |Achievement |18 |Professional Confidence |49 | |Analytical Thinking |21 |Relationship Building for Influence |54 | |Customer Service Orientation |27 |Self-Awareness |60 | |Entrepreneurship |32 |Teamworking |64 | |Flexibility |36 |Working Strategically |70 | |Holding People Accountable |41 | | | |Inter-Cultural Competence | | | |

What next?What you need to do about this: and training75

Annex 1:Adult learning76

1. Discusses the significance of understanding how individuals learn

2. Examines the Learning Cycle

3. Gives guidance on different learning styles

4. Setting goals for development

Annex 2:Behavioural competencies – personal development plan 81

Annex 3:Behavioural competencies – personal development record 82

Background

Use of the new tools introduced in this workbook will help improve the way in which you manage your own career.

The Council has consulted widely amongst a range of other employers, and engaged a firm of consultants with a lot of experience in this area, in order to fill the gaps this Review identified in the best ways possible. We have drawn up role profiles for the kinds of job we offer, and identified the behavioural competencies necessary (at various levels) to carry them out successfully. These have been tested extensively in a number of workshops with overseas directorates and HQ departments, and we are most grateful to the many colleagues involved for the...
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