Developing Self and Others Interview Questions – HEO Level Examples

Welcome to Your Guide for Developing Self and Others in the Civil Service

Welcome! If you’re preparing for an interview at the Civil Service for the HEO (Higher Executive Officer) level and want to ace questions about the Developing Self and Others behavior, you’ve come to the right place. In this post, we’ll break down what this behavior means, why it’s crucial for HEO roles, and how you can effectively answer interview questions using the B-STAR method.

Let’s get started!

What Is Developing Self and Others, and Why Is It Important for HEO Roles?

Developing Self and Others focuses on improving skills, knowledge, and performance—both for yourself and others. It’s about embracing personal growth, encouraging others, and creating a culture of continuous learning.

At the HEO level, this behavior is even more critical because you’ll likely manage or mentor junior staff. You’ll be expected to not only improve your own performance but also inspire and develop the talents of others. This differs from junior roles, where the focus might be more on individual growth. As an HEO, you’ll need to balance your development with helping others grow too.

Common Interview Questions for Developing Self and Others

• Can you describe a time when you identified a development need in a colleague and helped them address it?
• How do you ensure your skills remain up to date while managing a busy workload?
• Tell us about a time when you supported the learning and development of your team.
• What steps have you taken to improve your own professional skills in the last year?
• See more…

How to Answer Using the B-STAR Method

You can structure your answers using the B-STAR method, which helps you create a strong, clear, and focused response. Here’s how to do it:

1. Belief: Start by stating your belief or value related to the question. This shows what drives you.
2. Situation: Briefly explain the context. What was happening? Who was involved?
3. Task: What was your role in this situation? What were you responsible for?
4. Action: Describe the specific actions you took. What steps did you follow to achieve the outcome?
5. Result: Share the outcome of your actions. Did you meet the objective? How did your actions affect others?

Sample B-STAR Answer

Question: Can you describe a time when you supported the learning and development of a colleague?

Answer:
Belief: I believe that helping others develop is key to creating a stronger, more capable team.
Situation: In my last role, a junior team member was struggling with a particular software program. This was affecting their confidence and overall performance.
Task: As their mentor, it was my responsibility to help them improve while ensuring their work remained on track.
Action: I set up regular one-on-one sessions where I demonstrated key features of the software, provided hands-on exercises, and gave constructive feedback. I also encouraged them to attend external training.
Result: Within two months, their confidence improved significantly, and they became the go-to person for that software, which helped increase team productivity by 15%.

Note: Your answer should be more detailed. If you’d like to see more detailed example answers, check out our Civil Service guide!

Why This Answer Works

🔥 Belief: Shows a clear value for team development and leadership.

🌟 Situation: Sets a relevant context, demonstrating awareness of the problem.

🎯 Task: Clearly defines your responsibility in the scenario.

💪 Action: Details specific, relevant steps, showing hands-on involvement.

🏆 Result: Highlights a concrete positive outcome, adding measurable success to the narrative.

Common Mistakes to Avoid

• Being too vague: Avoid general statements like “I always help others.” Instead, share specific examples.
• Not linking actions to results: It’s important to show how your actions led to a positive outcome.
• Ignoring personal development: The question might focus on others, but be sure to show how you’re developing, too.
• Rushing your answer: Take your time to explain each part of the B-STAR method.
• Forgetting the “why”: Make sure you explain why the situation mattered and why you took certain actions.

Key Takeaways for HEO Roles

• Developing Self and Others is essential at the HEO level because it involves both personal growth and supporting others.
• Be specific in your interview answers and focus on examples where your actions made a measurable impact.
• Always link back to the Civil Service values of leadership, responsibility, and development. This shows you’re aligned with the mission of the organization.

Good luck with your interview preparation—you’ve got this! 🎉