08 / FEEDBACK AND DEVELOPMENT
Candidate report
Explains the candidate’s results in clear, constructive language. It helps them recognise their working style, use their strengths and set concrete development steps.
- KEY QUESTION
- What can the candidate learn about themselves?
- CONTRIBUTION TO THE REPORT
- Clear feedback and personalised development suggestions
Clear, usable feedback
The candidate report explains the areas measured, what the findings mean and within which limits they should be interpreted. The language focuses on concrete behaviours and development opportunities without labelling.
- Scope of the assessment
- Which modules were administered, the purpose of the assessment and the limits on how results are used.
- Strengths
- Areas that stand out in experience and assessment findings, and how they can be used in working life.
- Working style
- A clear summary of tendencies in communication, learning, planning and collaboration.
- Values and expectations
- The working conditions the person values and topics worth discussing openly with the organisation.
- Development steps
- Practical behavioural suggestions, opportunities to practise and ways to obtain feedback.
How does a development suggestion become concrete?
SAMPLE FEEDBACK STRUCTURE
Prioritisation and task follow-up
- Behaviour to work on
- Making priorities visible when there are several tasks at once.
- Practice
- At the start of the week, identify the three most important outputs and write down the next step and deadline for each.
- Feedback
- At the end of the week, compare planned and completed work and consider the reasons for any deviations.
This section is an example of a development suggestion; it contains no measurement results for a candidate.