How do internal developers build and develop their skills? There is no single standard. The OD Developer Profile Audit tool was developed by Mike Morrison as part of a PG Diploma in Management and Organisational Development.
Part of the development programme was to maintain a Personal Development Plan throughout the duration of the programme. Rather than just have a wide plan I sat down with my line manager. Together we worked out a set of skills required for the internal consulting role I was embarking on.
Because of my role being an OD change manager and internal consultant, I searched for good practice and developed a range of ideal behaviours. This led to the development of an audit tool (a 360 style review) that I used with my line manager, peers and direct reports. The result of this was used to start my PDP and was used at the end of the Diploma programme as the metrics around which I was reflecting on. This was in addition to the general underpinning knowledge gained from the content of the Diploma program.
Recently I have been asked for this diagnostic, so I have decided to make it available for anyone in the OD/ L&D world that has an element of internal consulting. This is the original tool as developed. Today if doing this from scratch there are things I would change/ add. But that is a project for another day!
To use the OD Developer Profile Audit tool
You can use this as a simple self-audit, but where is the fun and development in that? You may as well just look in the mirror. This works best if you get feedback from others you trust or respect. I strongly recommend at least your line manager. In addition, 3-4 other people.
Then you can compare what people score you. If there is agreement great – it is either a strength or weakness. If there is disagreement, then that is a development need!
I hope you find this useful. download the OD Developer Audit Tool-2 here
The OD Developer Profile Audit Tool – self-version & other-version
Below are the statements used. To download the full tool with scoring, use the link above.
|1 Personal Flexibility|
|ability to learn quickly and easily|
|ability to observe, gather, select and evaluate facts|
|Demonstrate good judgement|
|inductive and deductive reasoning|
|ability to synthesise and generalise|
|creative thinking and imagination|
|2 Ability to understand people and work with them|
|respect for other people, tolerance|
|Forming easy human contacts|
|ability to gain trust and respect|
|courtesy and good manners|
|3 Ability to communicate, persuade and motivate|
|oral communication one-to-one|
|oral communication one-to-many|
|ability to teach and train people|
|ability to coach and develop|
|ability to motivate|
|ability to interpret and respond to local politics|
|ability to switch style as situation demands|
|4 Intellectual and emotional maturity|
|stability of behaviour and action|
|independence in drawing unbiased conclusions|
|ability to withstand pressures and live with uncertainties and frustration|
|ability to act with poise and in a calm and objective manner|
|self-control in all situations|
|flexibility and adaptability to changed conditions|
|5 Personal drive and initiative|
|right degree of self-confidence|
|courage, initiative and perseverance in action|
|6 ethics and integrity|
|genuine desire to help others|
|is honest and trustworthy|
|ability to recognise the limitation of one’s competence|
|ability to admit mistakes and learn from the failure|
|applies the company ethics policy|
|concern for quality and safety|
|organisational knowledge – theory (observed)|
|organisational knowledge – company actual (observed)|
|Human resource knowledge (observed)|