Show planned learning, useful feedback and opportunities that build capability
EO answers should demonstrate how you identify skills gaps, set and meet development objectives, seek learning and support others. Strong examples use real work to build capability, consider different backgrounds and show how feedback changed performance.
On this page
What the panel is testing
At EO level, prepare evidence that you can identify capability gaps, act on feedback and create practical learning opportunities for others. The panel will test the detail behind your actions, including what you knew, what you decided, how you involved other people and how the outcome was checked.
Official EO behaviour criteria
identify gaps in own and team’s skills and knowledge
set and consistently meet development objectives
seek learning opportunities
support the development plans of all colleagues, recognising how diversity of experience/background can help to build an inclusive team culture
consider the contributions of all team members and delegate work to aid the learning and development of all
encourage and listen to developmental feedback from colleagues
Choose a skill gap you identified, an objective, learning actions, application and evidence of improvement.
2
Bring an example of developing someone else
Show how you understood their need, agreed support and avoided imposing one method.
3
Include feedback
Prepare a time you sought, received or gave feedback and explain the change it produced.
4
Show inclusive delegation
Explain how you allocated a real opportunity fairly and provided suitable support.
5
Measure capability
Use quality, confidence, independence, accreditation, feedback or another credible indicator of development.
EO Developing Self and Others question bank
Tell me about a skill gap you identified in yourself and how you addressed it.
What to prepare: How you found the gap, objective, learning route, practice and evidence of improvement.
Describe a time you helped a colleague develop confidence or capability.
What to prepare: Their goal, learning needs, support, feedback and progress.
Give an example of seeking developmental feedback and acting on it.
What to prepare: Who you asked, specific feedback, initial reaction, action and later evidence.
Tell me about a time you delegated work to help someone learn.
What to prepare: Why they were selected, task boundaries, support, risk controls and outcome.
Describe a situation where you identified a team knowledge gap.
What to prepare: Evidence, impact, learning solution, participation and result.
Give an example of adapting development support to an individual.
What to prepare: Preferred learning style, background or confidence, adjustments and progress.
Tell me about a development objective you consistently worked towards.
What to prepare: Goal, milestones, protected time, obstacles and completion.
Describe a time you gave constructive feedback on performance.
What to prepare: Evidence, private conversation, balanced message, agreed action and follow-up.
Give an example of learning from a colleague with different experience.
What to prepare: Their expertise, your openness, application and reciprocal value.
Tell me about a learning opportunity you created from normal work.
What to prepare: Real task, learner ownership, support, quality control and result.
Describe a time development did not progress as planned.
What to prepare: Barrier, review, changed support and outcome.
Give an example of sharing learning so the wider team benefited.
What to prepare: What you learned, format, accessibility, feedback and sustained use.
Members can unlock the complete EO Developing Self and Others interview preparation section below, including a flexible answer framework, four full model answers to different questions, scoring breakdowns, likely follow-up questions and a final preparation checklist.
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