Per-fessional Development Assessment Form

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QUESTION 1: Leadership Development Reality Check - How would you describe your organization's current approach to developing leaders?
A) We promote people based on technical skills and hope they figure out leadership on their own.
B) We provide some management training, but it's mostly focused on policies, procedures, and compliance.
C) We offer leadership development that includes both technical skills and some interpersonal skills training.
D) We have comprehensive leadership development that addresses both professional competencies and personal growth (emotional intelligence, self-awareness, etc.)
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Question 1 Score
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QUESTION 2: Employee Development Investment - What percentage of your workforce has participated in meaningful development opportunities (beyond mandatory compliance training) in the past 12 months?
A) Less than 10% - Development is mainly for leadership roles.
B) 10-25% - We provide some development but it's limited by budget/time.
C) 25-50% - We're intentional about development but haven't reached everyone.
D) More than 50% - Development is a priority for all levels of our organization.
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Question 2 Score
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QUESTION 3: Organizational Culture Assessment - When personal issues (stress, family problems, emotional challenges) affect employee performance, your organization typically:
A) Expects employees to "leave personal stuff at the door" and deals with performance issues through HR.
B) Provides EAP resources but doesn't address how personal issues connect to workplace effectiveness.
C) Recognizes the connection between personal well-being and work performance, offering some support.
D) Actively supports the whole person, understanding that personal development enhances professional performance.
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Question 3 Score
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QUESTION 4: Change Readiness and Growth Mindset - How does your leadership team typically respond to new development concepts or approaches?
A) "We've always done it this way and it works fine" - High resistance to change.
B) "Show us the ROI first" - Cautious but will consider with proof.
C) "Let's pilot it with a small group" - Open to testing new approaches.
D) "How can we adapt this to work even better for our culture?" - Actively seeks innovation.
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Question 4 Score
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QUESTION 5: Resource Allocation Reality - If you could implement an ideal development program, your biggest constraint would be:
A) Leadership buy-in - "They'd never approve this"
B) Budget - "We don't have money for development initiatives"
C) Time - "People are too busy for additional training"
D) Design expertise - "We want to do this but need help creating the right approach"
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Question 5 Score
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Total Score
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RED ZONE: "Foundation Building Required"

Your Reality: Your organization treats development as an expense rather than an investment. Personal and professional growth are completely separated (if personal growth is acknowledged at all). Leadership advancement is based primarily on technical competence rather than human development.

What This Means: Per-fessional Development represents a significant culture shift for your organization. You'll need to start small and build credibility through undeniable wins.

Your Starting Strategy:

- Begin with yourself and 2-3 willing leaders
- Focus on business-impact language (ROI, productivity, retention)
- Start with professional development that subtly includes personal growth elements
- Document and share early wins before expanding
- Timeline Expectation: 12-18 months to see significant organizational change
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YELLOW ZONE: "Ready with Support"

Your Reality: Your organization recognizes the importance of development but hasn't fully connected personal and professional growth. You have some leadership support and budget, but implementation requires strategic planning and change management.

What This Means: You have a solid foundation for Per-fessional Development but need to bridge existing efforts with the integrated approach. Success depends on connecting current initiatives to the broader vision.

Your Starting Strategy:

- Expand existing development programs to include personal growth elements
- Create pilot programs with enthusiastic managers
- Use data from current programs to justify integrated approach
- Build internal champion network
- Timeline Expectation: 6-12 months to see measurable results
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GREEN ZONE: "Implementation Ready"

Your Reality: Your organization already understands that developing people as whole humans drives business results. Leadership is supportive, culture is growth-oriented, and you have resources available. Your main need is a framework to systematize your approach.

What This Means: You're primed for rapid Per-fessional Development implementation. Your challenge isn't convincing people it's valuable—it's designing the most effective approach for your specific context.

Your Starting Strategy:

- Design comprehensive Per-fessional Development program immediately
- Use existing development infrastructure as foundation
- Focus on optimization and measurement rather than culture change
- Consider becoming a model organization for others
- Timeline Expectation: 3-6 months to see significant impact
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