Developing Self and Others Interview Questions – Grade 7 Level Examples

Welcome! We’re glad you’re here. If you’re preparing for a Civil Service interview for the behavior “Developing Self and Others” at the Grade 7 level, you’re in the right place. This post will help you understand this behavior, what to expect during the interview, and how to structure your answers to make a strong impression. Let’s get started!

What is “Developing Self and Others”?

Developing Self and Others is about growth—both your own and that of others. This behavior focuses on continual learning and improvement, offering support to colleagues, and helping to build a stronger, more capable team.

At the Grade 7 level, you’re expected to lead by example, inspiring others to pursue their development while also investing in your growth. The difference between this level and others is that, at Grade 7, you’re not just expected to mentor or train individuals but to create an environment where learning is a priority for your whole team. You’re also responsible for aligning development goals with organizational objectives.

By demonstrating this behavior, you show that you are adaptable, forward-thinking, and committed to making those around you better.

Common Interview Questions for Developing Self and Others

• Can you describe a time when you helped someone in their development?
• How do you ensure continuous personal and professional development in your role?
• Tell us about a situation where you identified a skills gap in your team. How did you address it?
• How have you managed your personal development while leading a team?
• See more…

How to Answer Using the B-STAR Method

When answering behavior-based questions, use the B-STAR method to structure your responses clearly:

1. Belief – What belief or mindset drives your actions?
2. Situation – What was the context?
3. Task – What was your responsibility?
4. Action – What did you do?
5. Result – What was the outcome?

Here’s how you can use the B-STAR method step by step:

• Belief: Start by stating your belief about personal and team development. For example, “I believe continuous development is critical for team success, and I am always looking for opportunities to help others grow.”
• Situation: Give a brief description of a relevant situation, focusing on the development aspect.
• Task: Explain your specific responsibility within that situation, clarifying your role in driving development.
• Action: Walk the interviewer through the actions you took. Be specific, and explain the steps you used to develop yourself or others.
• Result: End with the outcome of your efforts, ideally showing how the development you implemented led to improvements in performance, morale, or skills.

Sample B-STAR Answer

Question: Can you describe a time when you helped someone in their development?

Answer:
Belief: “I believe that people perform best when they feel supported in their development.”
Situation: “In my previous role, I had a team member who was struggling with project management skills, which was affecting their performance and confidence.”
Task: “As their team leader, it was my responsibility to ensure they had the right skills to succeed, while maintaining overall team performance.”
Action: “I arranged one-on-one mentoring sessions where we worked through project management techniques. I also set up a plan for them to shadow another senior team member who excelled in this area. We had weekly check-ins to review progress and adjust the learning plan as needed.”
Result: “Within three months, their project management skills improved significantly, which boosted their confidence and allowed them to take on more responsibility in the team.”

Note: Your answer should be more detailed. For more in-depth example answers, check out our Civil Service guide.

Why This Answer Works

🎯 Clear Belief: The candidate starts with a strong belief in the importance of development, setting the tone for the answer.

📝 Concise Situation: The context is clearly explained without too much detail, keeping the focus on the behavior.

⚙️ Defined Task: The candidate clarifies their responsibility, showing leadership and ownership of the situation.

💡 Specific Action: The steps taken are clear and focused, demonstrating initiative and strategic thinking in developing others.

🏆 Positive Result: The answer concludes with a tangible outcome that highlights both personal and team growth.

Common Mistakes to Avoid

❌ Being vague: Avoid general statements. Be specific about your role and actions.

❌ Lack of personal involvement: Don’t speak about development in the abstract. Show how you personally contributed.

❌ Ignoring the outcome: Always tie your actions to a positive result, even if it’s a small improvement.

❌ Overcomplicating the situation: Focus on the key aspects of the situation. The interviewer doesn’t need a full backstory.

Key Takeaways

• At the Grade 7 level, Developing Self and Others is about creating a culture of growth and aligning it with team and organizational goals.
• Your responses should highlight leadership in development, not just for individuals but for the team.
• Use the B-STAR method to structure answers that are clear, detailed, and impactful.
• Avoid common pitfalls by being specific, showing personal accountability, and focusing on results.