For Team Members: Navigating skill alignment conversations

For Team Members: Navigating skill alignment conversations

Explore how Greenbeam helps you gain clarity on your strengths, align your goals and shape your next career step


Use the interactive walkthrough above, or follow these steps:
1. Get started by navigating to the Skills menu on the Greenbeam platform.
2. Click on Occupation skills alignment to view an assessment summary.

Notes
Note: This view will be available once both the self and manager assessments have been completed.

3. The top section of the alignment page shows skills that still need to be aligned.
4. Skills with a grey tick highlight skills that are waiting to be finalised by your manager.

Possible upskilling opportunities
  1. These highlight skills where assessment ratings differ.
  2. These are prompts for a conversation to build a shared understanding of what the skill really means and how it shows up in your day-to-day work.
5. Click on the skill to see a summary of your selected level and your manager selected level.

Idea
Mindset check: There are many reasons why you and your manager may have selected different levels. For example, a difference in how the skill is understood, or simply because they may not have had the opportunity to see you demonstrate it yet. It is all progress.

This is why it is important to approach these conversations with curiosity and a growth mindset. They are an opportunity to build shared understanding and support your development.


6. Click on the skill level where you can view the information between you and your manager.
  1. These details could open up discovery conversation.
  2. Your manager might have notes for you to help you prepare for your alignment conversation in advance.
  3. This is also a great place to capture examples of how you already demonstrate the skill, or how you plan to build it in the next few months.

Notes
Remember: Describing levels from your current role is better when you have examples. Think about tasks, challenges, projects or behaviours that demonstrate your ability at the level you are discussing.

7. Click to share your note.

Next, let us look at what happens once your manager marks a skill as aligned.
8. The 'Aligned skill levels' section indicates areas that are agreed and confirmed in line with each team member and manager.
You must have completed at least one skill alignment conversation with your manager to be able to see this section.
9. Upskilling opportunities identify skills that will be the core focus when building a development plan.
10. The skill level indicator shows where you currently stand based on required skill level for the role.

Now let us look at how to use a development plan for this skill.
11. An alignment conversation can and does result in a shared understanding of the level you currently hold. Once you move into building a development plan together, the learning goals should connect back to your upskilling opportunities.
The best starting point for your upskilling opportunities lives inside the Development plan tab.
12. Access support for the skill during alignment conversations, revisit available learning in the Skill Journal.
You can continue recording notes, reflections, and progress over time so you and your manager stay aligned as you both build and develop the skill.
13. When adding goals to your action plan, use the 70:20:10 rule to consider all the different ways learning can support your development.
14. Not all learning needs to be formal training. Sometimes it is as simple as your manager observing, supporting, and guiding you in the flow of work.

Development by design
Greenbeam uses the development framework of 70:20:10, allowing always-on upskilling to be as accessible as possible.

Info
70% of professional capability happens in the flow of normal work. Look for these opportunities first!

15. Complete each goal including a description, any relevant links and an expected completion date.

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SMART goals are Specific, Measurable, Achievable, Relevant, and Time-bound.
Keeping them in mind can help turn good intentions into real progress.

16. Update your goals as you progress. This will be shared with your manager.
17. Use your manager or team as a resource to support your development plan. If you need support, contact your manager and explore notes along the way in the Skill Journal.
Once your goals are complete, it is time to realign and close the gap.

Remember to be intentional with your development plan.
Ask yourself: Will completing these activities help my manager and me confidently move this skill to the next level?