CBRE’s ILM3: Module 3 Developing Yourself and Others Assignment Example

Assessment Preparation – Developing Yourself and Others

Make a start on your assignment whilst the session is fresh. Do not leave it all until the end of the programme.

Suggested word count is 2200-2500. Once you break it down by assessment criteria, it is not that much. Some will need a little more, some a little less. Think about being concise. Follow the thread all the way through. Each criteria links to another. Use the same person all the way through and show the process you go through when developing yourself and another team member.

1.1 Identify own learning style(s) and the learning style(s) of another member of the team (12 marks)

A.C. description:

You must identify your learning style(s) and the learning style(s) for another person. Please use the Honey & Mumford Questionnaire and remember to reference accordingly. You need to complete your questionnaire and the team member completes their questionnaire. You then need to describe what the identified style(s) look(s) like in theory and explain how you see them in action (for you and the team member). Remember to attach both questionnaires and results sections as appendices.

Idea:

Using the Honey & Mumford questionnaire, I have identified my learning style to be Activist. Activists learn by getting actively involved, being hands on and gaining real life experiences – learn by doing. For example, when a new finance system was recently introduced, I needed to go into the system and learn by practicing the different processes. I needed to go through step by step and work through any problems as they happened rather than reading a manual.

Structure:

• Self
  • Identify the learning style(s) results from the questionnaire.
  • Explain what the style(s) look(s) like in theory.
  • Give an example from your own experience.
• Team member
  • Identify the learning style(s) results from the questionnaire.
  • Explain what the style(s) look(s) like in theory.
  • Give an example of how you see them learn in real life.

1.2 Use a simple technique for identifying own development needs and the development needs of another member of the team

work (12 marks)

A.C. description:

Use a SWOT analysis to identify your own strengths and weaknesses. Also complete a SWOT analysis with your team member to identify theirs. Based on this, write a paragraph about how the weaknesses and threats translate into development needs for yourself and a second paragraph for the team member. You need to have 2 development needs for yourself and 2 for the team member (4 in total). Do not state more than 4 as you will be creating more work for yourself later. Please be specific about the identified development needs and avoid generalizations. For instance, confidence on its own, would be too broad. Specify what part of confidence is your identified development need (e.g. public speaking, challenging conversations, etc).      You will then take these development needs forward to assessment criteria 2.1.

Idea:

Using the simple technique of the SWOT analysis, I have identified my first weakness to be confidence. I struggle providing challenging feedback because I worry that the recipient will be upset. This means that on occasions I have not provided the critical feedback I should have, and this has led to further problems down the line. Therefore, I have identified my development need is to be more assertive in the conversations I have with team members when providing them with feedback.

Structure:

• Self
  • Identify the technique used (SWOT analysis).
  • Identify first weakness.
  • Explain how this weakness presents itself.
  • Translate the weakness to a specific development need.
  • Identify second weakness.
  • Explain how this weakness presents itself.
  • Translate the weakness to a specific development need.
• Team member
  • Identify the technique used (SWOT analysis).
  • Identify first weakness.
  • Explain how this weakness presents itself.
  • Translate the weakness to a specific development need.
  • Identify second weakness.
  • Explain how this weakness presents itself.
  • Translate the weakness to a specific development need.

1.3 Identify potential barriers to learning (12 marks)

A.C. description:

This is about barriers to learning. What stops or makes it difficult for you or your team around learning? This could be lack of time, lack of funding, no learning options available to you e.g. course is not available when you need it, part-time hours stopping you from being available, client pressures, etc. This is not about barriers in completing your day-to-day tasks.
Don’t state more than 4 as you are creating more work for yourselves in the next AC.

You need to identify 3 or 4 barriers here. You will use them in the next assessment criteria (1.4). You must explain why they are a barrier to learning. This could include:

• pressure from the client
• lack of time
• personal commitments
• lack of funding

Idea:

I have identified lack of time as one barrier to learning. I work within a very busy team meaning that although learning and development is identified as an area of importance, the day-to-day tasks leave no room to prioritise this commitment. Even though I book time in my diary, often urgent tasks take priority. For example, I had an industry event booked in my calendar however, one of my team was off sick and I had to cover for them.

Structure:

• Barrier 1
  • Identify the barrier to learning.
  • Explain why it is a barrier to learning.
  • Provide a real-life example.
• Barrier 2
  • Identify the barrier to learning.
  • Explain why it is a barrier to learning.
  • Provide a real-life example.
• Barrier 3
  • Identify the barrier to learning.
  • Explain why it is a barrier to learning.
  • Provide a real-life example.
• Barrier 4 (optional)
  • Identify the barrier to learning.
  • Explain why it is a barrier to learning.
  • Provide a real-life example.

1.4 Explain how barriers to learning can be overcome (12 marks)

A.C. description:

This is about overcoming the barriers to learning you mentioned in AC 1.3.

You need to identify 3 or 4 ways to overcome each barrier to learning that you identified in AC 1.3.

This could include:

• working from home
• booking a focus room
• delegating
• resource allocation
• parental / family support

Idea:

One barrier to learning that was identified in the previous AC was lack of time. One way of overcoming this is delegating tasks to team members to create time to allow learning. Another way of overcoming this barrier would be to work from home one day a week to utilise the time I would have spent commuting, on learning. I can also arrange for additional childcare so I can have some extra focused time to spend on learning.

Structure:

• Barrier 1
  • 1^st way to overcome the barrier, with explanation
  • 2^nd way to overcome the barrier, with explanation
  • 3^rd way to overcome the barrier, with explanation
  • 4^th way to overcome the barrier, with explanation (optional)
• Barrier 2
  • 1^st way to overcome the barrier, with explanation
  • 2^nd way to overcome the barrier, with explanation
  • 3^rd way to overcome the barrier, with explanation
  • 4^th way to overcome the barrier, with explanation (optional)
• Barrier 3
  • 1^st way to overcome the barrier, with explanation
  • 2^nd way to overcome the barrier, with explanation
  • 3^rd way to overcome the barrier, with explanation
  • 4^th way to overcome the barrier, with explanation (optional)
• Barrier 4 (if mentioned in AC 1.3)
  • 1^st way to overcome the barrier, with explanation
  • 2^nd way to overcome the barrier, with explanation

Briefly analyse learning/development options to meet need(s) of self and another member of the team (12 marks)

A.C. description:

You need to choose one development need for yourself and one for your team member from those you identified in AC 1.2. For your development need, you need to identify 3 learning options. For the development need of the team member, you need to identify 3 learning options. Learning options include eLearning, course, mentoring, coaching, job rotation, shadowing, stretch project etc.

• Identify the pros and cons for the different learning options you have identified.
• Conclude and justify why the selected option is the best option for you based on your analysis.
• Repeat this for your team member.

You can use the 70:20:10 model as a tool to help you identify your learning options. Learning options may include eLearning, course, mentoring, coaching, job rotation, shadowing, stretch project etc.

Ensure you have explained 6 options in total (3 for yourself and 3 for the team member).

Idea:

My identified development need from AC 1.2 is being assertive in challenging conversations. I have used the 70:20:10 model to help me identify 3 learning options.

The 3 options I will analyse are: eLearn, mentoring and shadowing others.

One option I will analyse is eLearn. The advantages of this option are firstly, it is easily accessible, as we have a lot of eLearns available on Talent Coach. This can also be a disadvantage as there could be too much choice, making it difficult to pick one. Another advantage of eLearn is that it is free which is a positive with budget also being a constraint and it can be difficult to get budget approvals. Another disadvantage of eLearn, is because it is self-directed, I find it difficult to commit and be held accountable. If this was face to face, I know I would have to turn up.
(Remember to analyse another 2 options)

In conclusion, for me I will choose eLearn because budget is the biggest constraint. I appreciate that I have to be committed to this however, I am a highly motivated individual that plans time effectively. I also recognize the importance of developing this area, which helps me prioritise this learning even when work is very demanding. While shadowing can be a good option for an activist, my learning style being a reflector which means that I need to go back and review.

Structure:

About yourself:

• State 1 development need for yourself, identified in AC 1.2.
• Identify the 3 learning options.
• Learning option 1
  • Pros / advantages – give 2 or 3.
  • Cons / disadvantages – give 2 or 3.
• Learning option 2
  • Pros / advantages – give 2 or 3.
  • Cons / disadvantages – give 2 or 3.
• Learning option 3
  • Pros / advantages – give 2 or 3.
  • Cons / disadvantages – give 2 or 3.
• Conclusion
  • Select one best option.
  • Explain why this is the best option.
  • Explain why you didn’t choose the other 2 options.

About team member:

• State 1 development need for the team member, identified in AC 1.2.
• Identify the 3 learning options.
• Learning option 1
  • Pros / advantages – give 2 or 3.
  • Cons / disadvantages – give 2 or 3.
• Learning option 2
  • Pros / advantages – give 2 or 3.
  • Cons / disadvantages – give 2 or 3.
• Learning option 3
  • Pros / advantages – give 2 or 3.

Cons / disadvantages – give 2 or 3.

2.2 Identify support mechanisms for the development of self and another member of the team

(12 marks)

A.C. description:

You need to identify and explain 4 support mechanisms (2 for you and 2 for your team member) in order to do your learning. This will be things like:

• the employee assistance programmes
• manager support
• collaborating with accountability pair/group
• client support
• family support

Please remember this question is about how you are supported to access learning. It is not about learning options, do not mention any training courses, coaching etc here.

Idea:

My first support mechanism for myself is using my accountability partner to deepen my understanding of content covered.  I have set monthly meetings to check in, reflect on and discuss ILM 3 concepts.  This means we can support each other with any questions and hold each other accountable for actions we plan on undertaking to support the development of our leadership.

Structure:

About yourself:

• Support mechanism 1
  • Identify the mechanism
  • Explain how the mechanism will support

2.3 Prepare a development plan to achieve a learning objective for self or another team member (16 marks)

A.C. description:

You need to create a SMART learning objective for you or your team member. This should be taken from the chosen learning options you identified in AC 2.1. Make sure it is Specific, Measurable, Achievable, Realistic and has a Timeframe (SMART).

Once the SMART objective is identified, you will need to use the action plan template (in the structure section below) to create a clear and detailed step by step plan to achieve the objective.

2.4 Describe a method that could be used to monitor the development of self and another member of the team (12 Marks)

A.C. description:

You need to choose a method that can be used to monitor both yourself and your team member’s development.  You need to describe step by step how you would use the method.

How will you monitor the progress over time? This can include processes and tools like, 1:1s, mid / end year reviews, observations, feedback, 360 feedback, survey, dashboard, engagement scores, etc.

Make sure it relates to the development you have been working on across the previous assessment criteria. How would you know if there has been improvement?

Idea:

To ensure monitoring the progress of developing my assertiveness, I will use the 1:1 meeting process. Firstly, I will request for specific feedback from peers and direct reports on my current level of assertiveness prior to starting my eLearn. I will then liaise with my line manager and discuss the findings requesting their input along the way. I will then identify areas to focus on / further develop midway through the eLearn. After every module, I will request for more feedback to monitor progress. I will book a follow up meeting with my line manager to check further progress after my eLearn is complete. Even after completing the eLearn, I will periodically request for feedback to ensure continued improvement until I am confident in my assertiveness.

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