How to use the Profession Map to develop a colleague

How to use the Profession Map to help a colleague

Step 1

Map your colleague's role to one of the four levels

Within the Profession Map, the standards sit at four levels, each describing a different level of impact people professionals have in the work they do. The Find your level section provides a summary and a more detailed description of the levels.

Read the level descriptions and decide which level best aligns to an individual's work, and therefore which level to review them at. If the individual is looking to progress and increase impact, they may wish to review themselves at the next level up as well. 

Step 2

Read the standards for the chosen level

Read the standards for the level your colleague is reviewing themself against, and ask them to do the same. The standards at each level are split into: 

• Core knowledge
• Core behaviours
• Specialist knowledge (only relevant if you want to review your knowledge of a particular people specialism).

Step 3

Support the individual to identify strengths and development gaps

Coach and support your colleague to reflect on their current level of knowledge against the core knowledge standards, and their current approach and confidence against the behaviour standards at the chosen level. It may be helpful to prepare feedback and examples to support the discussion, and also to suggest that they seek feedback from other stakeholders in advance to gain a richer evidence base. If the individual is in a specialist role or looking to broaden or deepen their technical expertise, you should also explore the relevant specialist knowledge standards at the chosen level. 

The following questions will help:

• Which standards are vital to their work or organisation now and in the foreseeable future?  
• Which standards does the individual apply and demonstrate consistently to make an impact?
• In which standards do others see this person as an expert or role model, and seek their support? 
• Where does the individual have knowledge gaps which, if filled, would enable them to make a greater impact now and in the future?
• Which behaviours does the individual feel less confident in? Which behaviours take conscious effort and hard work?

Ask the individual to use the insights from your discussion to create or inform their professional development plan. We suggest they identify up to three development priorities or objectives to focus on at any time. Remember to encourage them to maximise strengths and address any development gaps by using a range of development opportunities, particularly work-based and peer learning. Agree on ongoing support and how and when progress will be reviewed.