When I first reviewed the behaviour framework, I considered how it could align with my existing goals and support my development areas. I selected one behaviour per organisational value and reflected on why each was personally significant. Using the SMART goal-setting approach, I then created specific development goals related to these behaviours, incorporating clear measures to track progress and impact. I deliberately focused on the 'exceeded expectations' level, as I wanted to stretch myself and challenge my thinking. These reflections were shared and discussed with my line manager, helping to shape my development conversations.
The framework has also become a valuable tool in my one-to-ones with team members. It supports structured conversations, helps measure performance, and identifies gaps, and I plan to use it in the same way during mid-year reviews. One of the most powerful outcomes of engaging with the framework is that it has encouraged a more open and constructive approach to feedback. I now regularly ask my team questions such as:
- What do you need from me?
- What can I do differently?
- What worked well, and what didn't?
- What can we learn from this?
This has fostered a culture of trust and continuous improvement within the team.
Another key benefit has been in career planning. The behaviours encouraged me to reflect on where I want to progress and what steps are needed to get there. As a result, I've proactively sought shadowing opportunities, learned from others' experiences, stepped out of my comfort zone, and put myself forward for new challenges. The framework helped guide my reflection and goal setting in these areas.
Lastly, the framework has helped me connect my day-to-day work with the Council Plan and broader objectives. It's encouraged me to see the bigger picture and understand how my work contributes to our collective progress as a council.
My advice to others
Be curious. Take time to really explore the behaviour framework and consider how it can support your personal development and that of your team. While it does take time, the return is well worth the investment. For me, it has shifted my mindset and highlighted the value of prioritising this side of development. Embedding the behaviours into existing processes - like performance reviews and development conversations - has strengthened these activities and made them more meaningful.