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Once competencies are defined and participants are identified, it is possible to conduct a more detailed needs analysis. This involves collecting data on each potential program participant from their direct superior and generating an aggregated "gap" analysis that reveals group-level weaknesses that need to be addressed by the selected development programs. Individualized, or unique weaknesses, are addressable by other means.
Competency ratings are an essential element of leadership development. They are conducted in two primary methods: 1) scheduling time with each supervising executive to discuss and collect competency ratings for each of their direct reports or 2) scheduling a meeting to prepare the executives for completing the rating exercise individually. In both methods, a competency rating form is leveraged to collect the individual data.