The AUA CPD Wheel Activity Introduction

1. The AUA CPD Wheel Activity • Introduction • Based on the coaching wheel, this activity is designed to help individuals, managers and teams self-assess against the nine professional behaviours of the AUA CPD Framework and identify areas for development. • Applicability • The exercise can be used in a number of ways including: • individuals wanting to self-assess against the behaviours • managers mapping job roles to the behaviours to identify strengths and gaps • teams assessing their collective performance • Instructions • Using the first slide as the template/handout, individuals are asked to rate their current confidence or competence on each ‘spoke’ of the wheel, for each behaviour, with the centre of the wheel being 0 and the outer edge being 10 (see slide 2). • The next stage (slide 3) is to rate where they would like to be. This may be the same (i.e. no improvement needed) or may be much more. • The final stage (slide 4) is to plot where the organisation would like or expect the individual to be. Again this may be the same, a vast improvement, or, in rare cases, less than the individual is now. • Any behaviour where there is a large variance in results (in our example on slide 4: working with people) indicates a strong development need and individuals can then be asked to think about how they can improve in that area. Suggested questions to ask individuals following completion of the exercise are provided on slide 5.

2. planning and organising workloads to ensure that deadlines are met within resource constraints. Consistently meeting objectives and success criteria. working co-operatively with others in order to achieve objectives. Demonstrating a commitment to diversity and applying a wide range of interpersonal skills. willing and able to assess and apply own skills, abilities and experience. Being aware of own behaviour and how it impacts on others. providing the best quality service to external and internal clients. Building genuine and open long-term relationships in order to drive up service standards. Showing commitment to own development and supporting and encouraging others to develop their knowledge, skills and behaviours to enable them to reach their full potential for the wider benefit of the organisation. taking a holistic view and working enthusiastically and with creativity to analyse problems and develop innovative and workable solutions. Identifying opportunities for innovation. seeing the work that you do in the context of the bigger picture and taking a long-term view. Communicating vision clearly and enthusiastically to inspire and motivate others making effective use of available resources including people, information, networks and budgets. Being aware of the financial and commercial aspects of the organisation. adjusting to unfamiliar situations, demands and changing roles. Seeing change as an opportunity and being receptive to new ideas

3. How confident do you feel now? What would you like to do to get where you want to be? Centre = 0 Outer edge = 10 ...????

4. What would you like to do to get where you want to be? Centre = 0 Outer edge = 10 ...???? How confident would you like to be?

5. Where does my organisation need/want me to be? What would I like to do to get where I need to be? Centre = 0 Outer edge = 10 ...???? This is illustrative only!!! We have made no assumptions about your organisation!

6. How often do you ask yourself these questions? Would you be happy to share your wheel? With friend? Colleague? Manager? What information sources are you using to make your assessment? ????? What next? How comfortable did you feel doing the exercise? Where’s your interest? Surprises? ?????