• Targeted personal development seeks to identify and address shortcomings in an individual’s workplace capabilities.

• The shortcomings may comprise:

- Technical skills or aptitudes
- Interpersonal techniques, including communications
- Industry or professional knowledge

• The relationship is built between the Personal Developer, the employee and their leader. The Personal Developer is usually engaged by the employee’s leader.

• Conversations are conducted between the individual and their leader to determine the complete scope or ‘target’ for development, goals set and strategies agreed.

• The Personal Developer and the employee undertake planning and review style conversations where specific development events are scheduled (conducted either by the Personal Developer or a 3rd party), and learning outcomes reviewed, issues discussed, and employee commitments made.

• In some situations, the Personal Developer may arrange for the employee to gain further experiential learning, including ‘practice’ sessions and peer workshops.

• Where required, the Personal Developer will formally assess the employee’s capabilities against defined Job Role or other (e.g. industry) competencies, and make determinations for communication to the employee & their leader.