A development conversation is easier to prepare for when you can see your current skills alongside the work you are doing to improve them. Without that view, it is tempting to arrive with either a long training wish list or a vague request to “get better” at a role.
My Skills in Thoutex brings together an individual’s skills, capability levels, development activity and progress. Use it to prepare a specific discussion about what you can do, where you are developing and what would help you move forward.
Start with one capability that matters now
Choose a skill connected to a current responsibility or a realistic next step. You do not need to discuss every entry in your profile at once. Ask which improvement would make a meaningful difference to the work you expect to perform.
Read the current level against your organisation’s definitions. If the description does not fit your experience, bring examples to the conversation. The aim is an accurate shared understanding, rather than selecting the highest possible level.
Distinguish your level from your learning progress
You may have completed several development tasks while still needing practice. You may also have experience that is not yet reflected in the record. Treat current capability, completed activity and outstanding work as related but separate parts of the discussion.
Review assigned learning, tasks and assessment results before the meeting. Note where a step is incomplete and why. A missing resource, unclear instruction or lack of practice time creates a different support request from a topic you do not yet understand.
Prepare three short notes
- What I can demonstrate: choose an example of work that shows your current capability.
- What I am developing: identify the next task, learning activity or knowledge check you are working through.
- What would help: ask for a specific resource, explanation, opportunity to practise or review of your work.
Bring these notes to the conversation alongside the relevant activity or evidence. Keeping them short helps your manager respond with a concrete next step.
Leave with an agreed action
Decide what you will try next, what support the manager will provide and when you will discuss the result. Where appropriate, connect the action to a development goal or assigned pathway so that the work remains visible.
Return to My Skills before the next conversation and compare the activity and evidence with what you agreed. Progress can mean completing a step, resolving a misunderstanding or identifying a more accurate development need. Keep the discussion grounded in what has changed.