QUESTION $1$

People development is always about creating high$-$potential talent and strengthening the succession plan. This is crucial to ensure the organization's survival and sustainability. People are the most valuable assets and it is important to understand their development needs and their connection with the organization's aspirations.

a$.$ Explain the importance of values and sub$-$values as a foundation in people's development and how values and sub$-$values can navigate people and influence their development process.

b$.$ Indicate the impact on the people's development if it is not guided by values and sub$-$ values.

QUESTION $2$

In people development, values and sub$-$values are to be supported by leadership competencies i$.$e$.$: Conceptualize, Lead and Execute. Leadership competencies refer to a specific set of knowledge, skills $($technical and soft$),$ and attributes that make a person an effective leader. They are integral to modern workforce management and succession planning.

a$.$ Propose the FIVE $(5)$ measurement scales to measure the effectiveness of leadership competencies.

b$.$ Based on the above$-$proposed measurement scales, explain EACH dimension's "expected behaviours" $($descriptor$).$

QUESTION $3$

There are SIX $(6)$ leadership competencies stated in the framework. Compose the dictionary for each of them. Highlights the keywords for easy reference.

a$.$ Growth Mindset.

b$.$ Strategic Planning.

c$.$ Leveraging People.

d$.$ Leading Change.

e$.$ Achievement Oriented.

f$.$ Resilience.

QUESTION $4$

The definitions and dictionaries in relation to the above framework will be integrated into the leadership development programme. Leadership development is a program of learning solutions aimed at improving the skill sets, abilities, and confidence of current business leaders, and bringing on the company's next generation of future leaders. Assess the leadership development needs of seasoned managers and customize FOUR $(4)$ development modules to fulfil the needs.