How to write a Developing Self and Others statement
A step-by-step guide to writing a strong Developing Self and Others behaviour statement using the STAR method. Follow these steps, avoid common mistakes, and use the checklist before you submit.
What Developing Self and Others means
Developing Self and Others means seeking feedback, learning from experience, and actively supporting the growth of colleagues. Assessors want to see that you invest in your own development and help others do the same.
What assessors look for: Evidence that you seek feedback, act on it, learn from setbacks, and proactively support the development of colleagues through coaching, mentoring, or sharing knowledge.
Step 1: Choose your example
Pick one specific situation from your work, volunteering, or education. The best examples for Developing Self and Others often involve:
- Employee who asked for feedback after a presentation, then coached a nervous colleague on public speaking.
- A situation where you had to think beyond your immediate responsibilities
- A challenge that required you to seeking feedback and helping others to grow and improve.
You do not need a dramatic story. A well-told ordinary example scores better than an extraordinary one told badly. Assessors look for clarity and evidence, not grandeur.
Step 2: Write the Situation (2 sentences)
Set the scene quickly. The assessor needs enough context to understand what was at stake, but not every detail.
For example: "After delivering a presentation to senior managers, I received informal feedback that while my content was strong, my pacing was too fast and I had not left enough time for questions. Around the same time, a colleague mentioned they were anxious about an upcoming presentation to the same audience."
Step 3: Write the Task (1 sentence)
State your specific responsibility. What did you need to achieve?
For example: "I needed to improve my own presentation skills and support my colleague to deliver a confident presentation."
Step 4: Write the Action (60% of your words)
This is the most important part. Describe what you did, step by step. Use "I" not "we". Be specific about your contribution.
For example: "I asked my manager for a follow-up meeting to discuss the feedback in detail and identify specific techniques to slow my pace. I practised with a timer and recorded myself to review. For my colleague,..."
Spending too long on Situation and not enough on Action. The assessor wants to know what you did, not every detail of the context.
Step 5: Write the Result (1–2 sentences)
End with a clear outcome. Include a number if you can — it makes your result concrete and memorable.
For example: "My next presentation received positive feedback for pacing and engagement. My colleague's presentation was well-received, and they told me the practic..."
Full example
Here is the complete example, annotated with STAR markers:
[S] After delivering a presentation to senior managers, I received informal feedback that while my content was strong, my pacing was too fast and I had not left enough time for questions. Around the same time, a colleague mentioned they were anxious about an upcoming presentation to the same audience.
[T] I needed to improve my own presentation skills and support my colleague to deliver a confident presentation.
[A] I asked my manager for a follow-up meeting to discuss the feedback in detail and identify specific techniques to slow my pace. I practised with a timer and recorded myself to review. For my colleague, I offered to run a practice session. I shared the techniques I was learning, including pausing after key points and explicitly inviting questions. I also shared my own recording to show that improvement was a process, not an instant fix. I gave specific, actionable feedback on their draft and rehearsed with them twice.
[R] My next presentation received positive feedback for pacing and engagement. My colleague's presentation was well-received, and they told me the practice sessions had reduced their anxiety significantly. My manager asked me to include presentation coaching in our team's development plan.
Common mistakes to avoid
- Describing a training course you attended without showing what you did differently afterwards.
- Focusing only on your own development without evidence of helping others.
- Using "mentored" without specifics — what did you actually do, and what changed?
Checklist before you submit
- Is the example specific and real?
- Do I use "I" not "we" in the Action section?
- Is the word count within the limit (check the job advert)?
- Does the Result include a number or measurable outcome?
- Have I adapted this example to focus on Developing Self and Others, not another behaviour?
- Have I removed filler words and phrases?
- Have I checked for spelling and grammar errors?