Job ID
1695715793
Duration
3526seconds
Summary
- I am going to introduce the concept of individual capability. This is our icon for that. There's a broader picture that Sheila will be getting to a little bit later. So she's going to be talking about this icon.
- The next section is purpose. I'm going to assign you a set of scenarios and you are going to prepare a presentation. Your role is to comment on what you see as the problem. Then we'll have you present out your solutions.
- The problem is not level of work and it's not their values, it's their knowledge, skills and experience. The actions would be to upskill or to give that training, learning and development. That's the thing we need to develop it's high values.
- Skills are those things that you develop a capacity, a pattern to do. This person is an ideal role to develop knowledge, skills and get experience. The only issue is the manager would be making sure that in their coaching plan and development plan, they are monitoring it.
- Scenario three: Two levels at level two and two levels at levels three. Lack of leadership for people. Relationship issues might be there for people at the level three B level. recommendation was probably to flatten the organization.
- We are wrapping up our Individual capability section. One little mismatch isn't one little mismatch, it has a 360 effect. Thank you for your engagement. And I want to turn the floor over to Sheila.
- The next section is purpose. I'm going to assign you a set of scenarios and you are going to prepare a presentation. Your role is to comment on what you see as the problem. Then we'll have you present out your solutions.
- The problem is not level of work and it's not their values, it's their knowledge, skills and experience. The actions would be to upskill or to give that training, learning and development. That's the thing we need to develop it's high values.
- Skills are those things that you develop a capacity, a pattern to do. This person is an ideal role to develop knowledge, skills and get experience. The only issue is the manager would be making sure that in their coaching plan and development plan, they are monitoring it.
- Scenario three: Two levels at level two and two levels at levels three. Lack of leadership for people. Relationship issues might be there for people at the level three B level. recommendation was probably to flatten the organization.
- We are wrapping up our Individual capability section. One little mismatch isn't one little mismatch, it has a 360 effect. Thank you for your engagement. And I want to turn the floor over to Sheila.