Looking for an intelligent career? Try our managerial skills review.

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Do you have an Intelligent Career?

Add up the value of the ticks, not the number! You should end up with three totals, each scored out of a maximum of 30

To what extent. . . No

1

  

2

 Some

3

  

4

 A lot

5
Knowing Why
Have you considered what you want to achieve in the next few years
Do you know what is most important to you in your career
Can you describe the type of environment that you want to work in
Are you aware of a range of career options that may be suitable to you

 
Do you understand what motivates you to do your job well

 
Do you know what rewards you want from your career

 
Totals

 
Knowing How
Are you aware of the skills that you most enjoy using

 
Are you aware of the skills that most need development

 
Are you prepared to invest in your own development

 
Do you have a plan for achieving your career goals

 
Are you in control of managing your own career

 
Know how to get round any career obstacles

 
Totals
Knowing Who
Have you kept in touch with ex-colleagues and customers

 
Do you feel comfortable talking to people about career options

 
Do you invest time to keep yourself up-to-date with your market place

 
Do you have contacts who will recommend you to others

 
Do you consciously make time to build the right relationships

 
Use professional social media such as Linked In

 
Totals
Total
Knowing Why
Knowing How
Knowing Who

 

Intelligent Careers

1. Where have you scored yourself highly?

2. Where are your low scores?

3. What themes have emerged and what can you do about them?

 

Our Career Skills training free resources

Generic Management Skills/Competence review

This short questionnaire is designed to assess your own perception of your competence in some generic management skills. The aim is to enhance your self awareness and provide further focus on what you wish to develop during the next twelve months.

Firstly, think about each statement/competency area and rate yourself using the following five-point scale:

1. Not competent

2. Some competence

3. Fairly competent

4. Very competent

5. Extremely competent

 

Secondly, think about the job you would like next. Take each statement in turn and rate how important these are for success in that role using the following five-point scale:

1. Not important

2. Some importance

3. Fairly important

4. Very important

5. Extremely important

Competence Description Competence Review

 

 Job Importance Review
Prioritising your development

 

 1 2 3 4 5 1 2 3 4 5
Managing time effectively

 

 1 2 3 4 5 1 2 3 4 5
Building a sense of team

 

 1 2 3 4 5 1 2 3 4 5
Presentation skills

 

 1 2 3 4 5 1 2 3 4 5
Leading and facilitating meetings

 

 1 2 3 4 5 1 2 3 4 5
Influencing and negotiating

 

 1 2 3 4 5 1 2 3 4 5
Handling conflict

 

 1 2 3 4 5 1 2 3 4 5
Building relationships

 

 1 2 3 4 5 1 2 3 4 5

Coaching others

 

 1 2 3 4 5 1 2 3 4 5
Assisting staff to set goals and objectives 1 2 3 4 5 1 2 3 4 5
Giving constructive feedback

 

 1 2 3 4 5 1 2 3 4 5
Understanding motivation

 

 1 2 3 4 5 1 2 3 4 5
Asking for feedback

 

 1 2 3 4 5 1 2 3 4 5
Managing budgets

 

 1 2 3 4 5 1 2 3 4 5
Effective delegation

 

 1 2 3 4 5 1 2 3 4 5
Managing change

 

 1 2 3 4 5 1 2 3 4 5
Effectively manage project teams

 

 1 2 3 4 5 1 2 3 4 5
Managing disciplinary/grievance

 

 1 2 3 4 5 1 2 3 4 5
Understanding of health and safety regulations 1 2 3 4 5 1 2 3 4 5
Understanding equality and diversity issues 1 2 3 4 5 1 2 3 4 5

Now answer the following questions:

1. What key strengths have I identified from the Competence review?

2. What are the most important areas identified in the Job Importance review?

3.  What weaknesses have I identified from the Competence review?

4. What are the least important areas identified in the Job Importance review?

5. Are there any significant differences between the Competence review and the Job Importance review?

6. What are my priority areas for development based on this information?

 

SOME EFFECTIVE CAREER-COACHING QUESTIONS

GOAL What would you like to be your next role?

Why is that?

Where would you ideally like it to be?

When do you want it by?

What do you want to achieve longer term?

What would be a milestone on the way?

Do you have short, medium and long-term career goals?
REALITY What do you enjoy about your current role?

What do you enjoy less?

What has been your career path to date.

Do you have any career role models?

Do you know people who are in the next role you want?

Do you know anyone who is where you want to be longer term?

What could you learn from them?

How could you get in touch with them? What would that give you?

Do you consciously make the time to build relationships?

What’s holding you back?

What has stopped you in the past?

What mindset is going to help you achieve what you want?

Do you know what motivates you? What your key strengths are?

What internal resources are around here that could help you?

Are there any Professional bodies that you are a member of? Would any be useful to you?

Is it essential that you stay in this sector? This location?

What are the skills and knowledge required to get to the next level?

How could you go about acquiring them in this role?

Who else can help you? Who do you know that have these skills and/or knowledge? What could you learn from them?

How will you ensure that you can still perform well in your existing role?

OPTIONS

 What options do you have?

What options have fallen out of this thought process?

What else could you do?

What would you really like to do if you could?

What if… (time, power, money, etc) was no object?

What are the benefits and costs of each?
WRAP UP What option or options do you choose?

To what extent does this meet all your objectives?

What are your criteria and measurements for success?

When precisely are you going to start each action step?

What might hinder you at each stage?

What personal resistance (if any) do you have to taking these steps?

What will you do to eliminate these external and internal factors?

Who needs to know what your plans are?

What support do you need and from whom?

What will you do to obtain that support and when?

What commitment on a 1-10 scale do you have to taking these agreed actions?

What prevents this from being a 10?

What could you do or alter to raise your commitment closer to 10?