How well would you rate your role?
Have been considering a few ideas based around the ‘Skills’ questionnaire that I regularly use with clients to help them to identify, describe and focus on their core skills and strengths.
The questionnaire I use, developed and owned by Firework Career Coaching, requires each respondent to work their way through a list of categorised skills rating themselves on a scale of 1-5 in terms of their perceived level of competency with that skill and the degree to which they enjoy using it.
So for example, under the category of:
Working with people
Rate yourself on a scale from 1-5 in terms of your competency and use the second column to rate how much you enjoy using that skill.
- Demonstrating empathy, sensitivity and patience
- Helping others improve health and welfare
- Communicating well with diverse groups
These are just a tiny sample of the skills listed under this category.
Over the years I have become increasingly intrigued by the ‘enjoyment’ part of this exercise. What happens when someone reaches a high level of competence with a set of skills, but is perhaps no longer as motivated to apply those skills? In other words they score 4/5s for competence, but can only manage 1/2s in terms of enjoyment?
Does this matter? Is this something they can live with for the moment or the long term?
Perhaps, perhaps not.
Might there be something about the context within which the skills are being used?
Maybe, maybe not.
In any case, I now wonder if there is another way of approaching this. Perhaps it is possible to look at each individual aspect of someone’s role and analyse it in terms of:
Their level of enjoyment with it
How engaged they are with it
How energised they are by it
How much of their time is spent on each.
So some very initial thoughts for taking this forward are:
Stage one – identify each of the main aspects of your role and write a short paragraph about what you do within that aspect and why.
Stage two – rate each aspect on a scale of 1-5 in terms of;
Enjoyment: – do I love this, am I indifferent, or would I rather walk barefoot on ‘Lego’ than carry out this part of my role?
Engagement: – can I focus and engage with this or am I just going through the motions to get it done?
Energy: – am I finding this aspect draining or does it recharge me? What impact is this having on the rest of my role?
Stage three: – total up the scores for each aspect, so each will potentially score a maximum of 15 or a minimum of 3.
Having scored the different aspects, the next stage would be to consider how much of your time is spent on each. Are you spending 80% of your time on aspects that drain you, make you miserable and don’t engage you?
Or are there more subtle patterns and relationships?
Which is where I will pick up again in part two………………..
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