The Smiths Leadership model defines the key skills and capabilities that Smiths believe is required for any leader to achieve his or her Full Potential.

To develop a skill or capability to a high level and have the best chance of success in embedding a behavioural change there are five levels of learning that should be considered and planned for.

• is there the ability to learn?
• is there a belief that developing in this area will make a difference?
• what is the best method for the learner to acquire the learning?
• what opportunities are there to practise to enable the learning to become an automatic behaviour?
• who will give feedback to recognise that learning has happened?

These factors are necessary in order for someone to become "good" at something. A deficit in one or more factors will potentially limit development. For example, learning without practice, practice without feedback and lack of self belief in the ability to do it will all have a negative impact on the outcome of the development.

The attached guide explains each of these five stages in more detail with practical examples of the kind of learning approaches one can take at each stage. It also examines the five levels of learning for each competence together with some specific suggestions for development. There is also reference to the appropriate Group shared development programmes and learning resources available from the Virtual Learning Resource Centre.