Development Activity Planning Guide for Managers

Enhancing Performance Across Key Areas

Introduction
In today's fast-paced and competitive work environment, mastering a broad range of skills is essential for career success.
This guide is designed to enhance performance across ten key skill areas, providing you with the tools and insights
needed to help your team excel. Each section of this document delves into a specific skill, offering practical advice,
common challenges, and success behaviors to aid in the development and refinement of your team members' abilities.

As a Manager, you are responsible for enabling the growth of your associates. Whether they are looking to build a new
skill or improve a current skill, this guide will serve as a valuable resource for you to enable development.

Click here to view a video on how to use this guide

The 10 Key Areas of Development

Through a comprehensive
analysis of Annual
Performance Reviews, ten
key development areas
emerged as priorities
consistently identified by
managers as critical for
professional growth.
Leadership and Team Technical​Skills Enhancement Client and Stakeholder
These skills are not only Management​ Engagement​
essential for individual Support and motivate teams to reach Learn and master new technical skills Build and nurture strong relationships
goals together. to improve performance. with clients and stakeholders.
success but also play a
crucial role in building a
collaborative, high-
performing work
environment that supports
long-term career
advancement.

Click on the skill you

want to explore or
navigate through the Process Optimization and Communication and Collaboration​
Quality Improvement Presentation ​
document. Identify and implement ways to Share and present information clearly Work and collaborate well with others to
enhance effectiveness and efficiency. and effectively. achieve common goals.

Strategic Thinking and Adaptability and Resilience​ Time Management and Analytical and Problem-Solving
Decision-Making ​ Productivity ​
Analyze problems, anticipate Adjust and bounce back from changes Prioritize and manage your time well to Evaluate and solve problems
challenges, and make informed and challenges. get things done. effectively.
decisions.

Your feedback matters! Click here to share your thoughts and help us improve. Confidential and proprietary ©2025 Nielsen Consumer LLC. All Rights Reserved.
 Leadership and Team Management
An individual with strong leadership and team management skills
Creates Clarity, Focuses on People, and Drives Results.
They proactively develop talent, address challenges constructively,
and lead by example, especially during change or uncertainty.

Go back to Skills

Development of the skill

Go to the next page to
While every development path is unique, this approach sparks dynamic collaboration between learn how to action on
managers and associates, empowering both to achieve their best. each step.

2. Guide for coaching, tools, and frameworks 3. Additional Learning Resources

Engage in regular coaching sessions for Access additional learning resources to
feedback and guidance using prompts, support in the continous development of
tools, and frameworks. the skill.

1. Growth Indicators Framework 4. Development Goals

Review the skill’s success behaviors Identify SMART development goals
to identify growth opportunities and for developing the skill. View sample
track development progress. goals and activities for development
plans.

1. Growth Indicators Framework

Begin by evaluating the behaviors on the left to identify areas where skill development is necessary. Then, review the success behaviors on
the right to understand the standards to strive for. These success behaviors are intended mainly for leaders and team managers, though non-
managers may also benefit from them.

Skill development is needed when the associate... Success in this skill is indicated when the associate...

Has difficulty in setting a clear vision or goals for team Effectively sets a clear vision and goals for team members.
members.
Ineffectively delegates to team members. Delegates tasks to team members with precision and clarity.
Doesn’t monitor progress against goals. Monitors progress regularly against goals.
Fails to recognize team contributions. Recognizes and celebrates team contributions.
Struggles to build and maintain team trust. Builds and maintains trust within the team.
Avoids difficult conversations or feedback. Engages in and manages difficult conversations and provides
constructive feedback.
Has inconsistent team performance or accountability. Maintains consistent team performance and accountability.
Is not able to manage conflict empathetically. Manages conflicts empathetically.
Faces challenges in coaching and developing team Coaches and develops team members successfully.
members.
Fails to address performance issues, allowing team Identifies and addresses performance issues, ensuring team
members to remain in roles that do not align with their skills members are in roles that best fit their skills and strengths.
and strengths, leading to decreased team efficiency and
morale.

Ready to assess development for this skill? Click here to access the rubric to track development progress

Your feedback matters! Click here to share your thoughts and help us improve. Confidential and proprietary ©2025 Nielsen Consumer LLC. All Rights Reserved.
 Leadership and Team Management
A Manager’s guide to develop the skill

Go back to Skills

2. Guide for coaching, tools, and frameworks

Once you’ve identified the relevant behaviors, as a manager, you can consider the following actions to drive the development of the skill.

Engage Evolve
Action
How to support development of the skill Tools & tips that can support you

Review Engage! results. Gather feedback from directs of the team. You can use the
Observe Watch how they lead meetings, delegate, and give feedback.
provided feedback template and include additional success behaviors.

Ask & Coach Utilize these sample questions to encourage self-reflection and identify development needs. It’s not mandatory to ask all the questions; they are meant to help
understand the associate’s target areas for growth and may not apply to every role.

What’s one leadership moment you’re proud of recently? How are you monitoring engagement and performance in your team?
Where do you feel most challenged as a leader? How do you ensure your leadership style aligns with the organization's goals and
What feedback have you received from your team lately? values?
How are you building trust and encouraging collaboration within your What are your key priorities for developing your leadership capabilities in the next
team? quarter?
What strategies have you found effective to handle conflicts with your How do you ensure that your team remains consistently aligned with priorities and
team? goals?
What strategies have you used recently to motivate your team? How do you ensure that your team's structure and composition are optimally aligned
How do you approach delegating work to your team? with what is necessary to achieve your team's goals?

Model Demonstrate inclusive leadership, vulnerability, and accountability. Share your leadership principles and decision-making process.

Assign Identify and offer stretch roles like leading a project or mentoring a peer. Run a team retrospective or pair with a peer leader for shadowing.

Recommend Copilot – Draft team goals, feedback, or coaching scripts. SMART Goals framework – Ensure goals are set for success.
Tools, templates, Engage! resources – Find resources to engage with your team Goal Alignment Session – A template to ensure your goals are clearly understood by
and frameworks members. each of your team members.
AI-Powered Coaching – Ask about specific leadership and OGSM: Objectives, Goals, Strategy & Measures – A framework for identifying
management challenges you’re facing and get real time advice. important work to connect day-to-day with overall priorities.
4 Step Feedback Model – A structured methodology to deliver Plan-Do-Check-Act (PDCA) – A model for systematic improvement and problem-
feedback. solving.
How to Delegate – A guide to learn how to delegate effectively.

3. Additional learning resources to support development

While not exhaustive, these resources offer guidance and inspiration for developing this skill. Associates and Managers are encouraged to
explore additional resources as needed based on their specific situations.

Internal Resources: Manager Essentials, Team Meeting Ideas

LinkedIn Learning Courses: Giving and receiving feedback, Build Culture of Appreciation, Coaching Skills for
Leaders and Managers
Podcast: Coaching for Leaders
TED Talk: Simon Sinek’s “Why Good Leaders Make You Feel Safe”
Book: Leaders Eat Last by Simon Sinek

4. Setting development goals

Use the Development plan template [Click to open] to set development goals for the skill. View a sample development goal for this skill below.

Goal Actions and Activities My Support Network Success Measures

Experience 70: Exposure Education

Development Goal On the Job Based Projects and 20: Learn from Others Mentors, 10: Formal Training Learning From/Why How will you know you have improved?
{Enter SMART Goal Below} Assignments {Enter related Coaches, & Peers {How will you Courses {Who can help? How?} {Expected outcomes when done}
{What formal training, if any, is
assignment} learn from others?} needed?}

By the end of Q4 2025, increase Use the delegation framework to Partner with a peer manager to Review the delegation section in the Manager can aid in Team feedback shows improved trust
effective delegation by assigning delegate one meaningful task exchange feedback on delegation Great Manager Site (Ongoing). prioritizing tasks to and clarity; Manager observes stronger
at least one strategic task per weekly, ensuring alignment with practices once a month. Ask team delegate.
week to team members, ensuring team goals and individual members for feedback on clarity, delegation and coaching skills.
clear expectations and follow-up, development needs. Track autonomy, and support after each
as measured by bi-weekly delegated tasks and outcomes in delegated task.
feedback from direct reports a personal log and rotate across
the team to build breadth and
equity.

Your feedback matters! Click here to share your thoughts and help us improve. Confidential and proprietary ©2025 Nielsen Consumer LLC. All Rights Reserved.
 Technical​Skills Enhancement
An individual focused on enhancing technical skills proactively builds
expertise in systems, tools, and technologies relevant to their role.
They stay current with system updates, seek opportunities to apply
new features or functionalities, and contribute to digital optimization
efforts.

Go back to Skills

Development of the skill

Go to the next page to
While every development path is unique, this approach sparks dynamic collaboration between learn how to action on
managers and associates, empowering both to achieve their best. each step.

2. Guide for coaching, tools, and frameworks 3. Additional Learning Resources

Engage in regular coaching sessions for Access additional learning resources to
feedback and guidance using prompts, support in the continous development of
tools, and frameworks. the skill.

1. Growth Indicators Framework 4. Development Goals

Review the skill’s success behaviors Identify SMART development goals
to identify growth opportunities and for developing the [Link] sample
track development progress. goals and activities for development
plans.

1. Growth Indicators Framework

Begin by evaluating the behaviors on the left to identify areas where skill development is necessary. Then, review the success behaviors on
the right to understand the standards to strive for. These success behaviors help professionals at any level build technical skills and
adaptability. Developing them enables effective tool use, independent problem-solving, and keeping pace with new technologies.

Skill development is needed when the associate... Success in this skill is indicated when the associate...

Avoids or struggles to engage with complex tools, systems, Proactively engages with complex tools, systems, or software
or software critical to their role. critical to their role.
Frequently makes technical errors or demonstrates Consistently executes tasks with technical precision and
inefficiencies in execution. efficiency.
Has difficulty troubleshooting technical issues Troubleshoots technical issues independently, leveraging
independently. problem-solving skills and technical knowledge to find
solutions.
Adopts new technologies slowly or hesitantly. Adopts new technologies quickly and with enthusiasm.
Shows resistance to learning new systems or updating Actively seeks out opportunities to learn new systems and
technical skills over time. update technical skills over time.

Ready to assess development for this skill? Click here to access the rubric to track development progress

Your feedback matters! Click here to share your thoughts and help us improve. Confidential and proprietary ©2025 Nielsen Consumer LLC. All Rights Reserved.
 Technical​Skills Enhancement
A Manager’s guide to develop the skill

Go back to Skills

2. Guide for coaching, tools, and frameworks

Once you’ve identified the relevant behaviors, as a manager, you can consider the following actions to drive the development of the skill.

Engage Evolve
Action
How to support development of the skill Tools & tips that can support you

Discuss and align with employee on specific behaviors and indicators of enhancements.
Review their technical work—look for patterns, errors, efficiency gaps, or Utilize performance reviews, self-assessments, and peer reviews to gauge employees'
Observe
misuse of tools. skills and progress. You can use the provided feedback template and include additional
success behaviors.

Ask & Coach Utilize these sample questions to encourage self-reflection and identify development needs. It’s not mandatory to ask all the questions; they are meant to help
understand the associate’s target areas for growth and may not apply to every role.

What technical tools do you use most often, and how confident are How do you stay updated on technical changes or upgrades?
you with them? What new technologies, advanced features, or systems are you interested in exploring
What are some recurring issues or tasks you find particularly or mastering?
challenging in your technical work? What role does technology play in improving your efficiency or accuracy?
What feedback have you received about your technical proficiency? How could stronger technical skills impact your broader goals?
How do you typically approach learning a new tool or platform?

Demonstrate technical tools or processes and explain your method: Walk through real examples using system simulations, recorded demos, or annotated
Model
“Here’s how I use this to solve XYZ.” screens.

Provide hands-on assignments that involve technical complexity (e.g., Ensure safety nets for testing and learning; allow trial runs and feedback loops before
Assign
system configuration, automation tasks). production implementation.

Recommend LinkedIn Learning – For specific skill learning modules, paths, and Screen Sharing in meetings – For real-time coaching and troubleshooting
Tools, templates, lessons Workday Learning Hub – For system-specific training
and frameworks Copilot – For technical task support, code suggestions, or data
analysis

3. Additional learning resources to support development

While not exhaustive, these resources offer guidance and inspiration for developing this skill. Associates and Managers are encouraged to
explore additional resources as needed based on their specific situations.

LinkedIn Learning Courses: Mastering Excel Courses, IT Help Desk Courses

YouTube: Official tech walkthroughs (e.g., Power BI, Workday, Jira)
Podcasts: The Changelog – Software Development, AWS Podcast – Cloud Computing

4. Setting development goals

Use the Development plan template [Click to open] to set development goals for the skill. View a sample development goal for this skill below.

Goal Actions and Activities My Support Network Success Measures

Experience 70: Exposure Education

Development Goal On the Job Based Projects and 20: Learn from Others Mentors, 10: Formal Training Learning From/Why How will you know you have
Courses improved?
{Enter SMART Goal Below} Assignments {Enter related Coaches, & Peers {How will you {What formal training, if any, is {Who can help? How?} {Expected outcomes when done}
assignment} learn from others?}
needed?}

More accurate output, reduced

Enhance proficiency in ​Shadow peers proficient in
​Peers can provide tips to reliance on others, and improved
Microsoft Excel to increase ​Apply advanced Excel Excel; request tips and best Complete the learning path
troubleshoot together. Manager speed in completing tasks in
accuracy, efficiency, and functionalities in weekly and practices. Join team working Mastering Excel in LinkedIn can provide guidance on key Excel. Application of advanced
independence in daily tasks by monthly reporting (Ongoing). sessions to learn by doing by Learning by November.
skills to master in Excel. skills in real tasks; tracking
Q4 2025. August.
progress over time.

Your feedback matters! Click here to share your thoughts and help us improve. Confidential and proprietary ©2025 Nielsen Consumer LLC. All Rights Reserved.
 Client and Stakeholder Engagement​
A person with strong client stakeholder engagement excels at
building trust-based relationships with clients and effectively
tailors communication to meet stakeholder needs.
They proactively engage with clients to understand their goals and
challenges, using modern tools and techniques to enhance
engagement
Go back to Skills

Development of the skill

Go to the next page to
While every development path is unique, this approach sparks dynamic collaboration between learn how to action on
managers and associates, empowering both to achieve their best. each step.

2. Guide for coaching, tools, and frameworks 3. Additional Learning Resources

Engage in regular coaching sessions for Access additional learning resources to
feedback and guidance using prompts, support in the continous development of
tools, and frameworks. the skill.

1. Growth Indicators Framework 4. Development Goals

Review the skill’s success behaviors Identify SMART development goals
to identify growth opportunities and for developing the skill. View sample
track development progress. goals and activities for development
plans.

1. Growth Indicators Framework

Begin by evaluating the behaviors on the left to identify areas where skill development is necessary. Then, review the success behaviors on
the right to understand the standards to strive for. These success behaviors are essential for professionals involved in strategic partnership and
stakeholder management. Senior leaders, aspiring mid-level professionals, and junior associates alike can benefit from developing this skill.

Skill development is needed when the associate... Success in this skill is indicated when the associate...

Struggles to establish or maintain trust with senior Builds and maintains strong, trust-based strategic partnerships
stakeholders, limiting influence on decisions. with senior stakeholders to influence business direction.
Reacts to client needs only after issues arise, rather than Engages proactively with clients to anticipate client needs and
anticipating them. proactively delivers innovative, value-driven solutions.
Uses one-size-fits-all communication that fails to resonate Tailors communication effectively to navigate complex
with different stakeholder groups. stakeholder environments and align diverse interests.
Struggles with managing client feedback and addressing Handles client feedback professionally and implements
concerns promptly. constructive changes.
Lacks confidence or credibility to guide others in Coaches others on stakeholder management and relationship-
stakeholder engagement. building best practices.
Struggles with engaging diverse client stakeholders. Effectively engages diverse client stakeholders by adapting
communication styles, fostering inclusive collaboration, and
building trust through active listening and responsiveness.

Ready to assess development for this skill? Click here to access the rubric to track development progress

Your feedback matters! Click here to share your thoughts and help us improve. Confidential and proprietary ©2025 Nielsen Consumer LLC. All Rights Reserved.
 Client and Stakeholder Engagement​
A Manager’s guide to develop the skill

Go back to Skills

2. Guide for coaching, tools, and frameworks

Once you’ve identified the relevant behaviors, as a manager, you can consider the following actions to drive the development of the skill.

Engage Evolve
Action
How to support development of the skill Tools & tips that can support you

Attend client or internal meetings or calls to assess patterns, tone, and Create and share with the employee a feedback rubric to evaluate engagement, clarity,
Observe communication flow. Ask to be copied on emails and communications to and effectiveness. You can use the provided feedback template and include additional
ensure follow-up. success behaviors.

Ask & Coach Utilize these sample questions to encourage self-reflection and identify development needs. It’s not mandatory to ask all the questions; they are meant to help
understand the associate’s target areas for growth and may not apply to every role.

What’s a recent client interaction you felt good about? What made it work? How do you handle client feedback and concerns?
In what areas do you feel the least confident when engaging with clients? How do you incorporate client feedback in order to successfully move forward?
What feedback have you received from clients or peers about your
engagement style?

Demonstrate effective client engagement techniques and share personal

Model Show behind-the-scenes preparation and follow-up methods.
approaches.

Provide opportunities to lead client meetings, presentations, and follow-up

Assign communications. Ask the associate to build engagement plans for key Create safe environments for practice and feedback before high-stakes engagements.
initiatives.

Recommend INTERNAL_Stakeholder Map and Engagement Plan What → So What → Now What – For structuring client communications.
Tools, templates, Template_2025.xlsx – For mapping an engagement plan for specific Customer Success Academy: Know your client – For learning resources to build and
and frameworks clients and stakeholders. develop client relationships.
Country Approved CRM System (e.g., Microsoft Dynamics) – For
managing client relationships and tracking interactions.
Country Approved Feedback Tools – For collecting and analyzing
client feedback.

3. Additional learning resources to support development

While not exhaustive, these resources offer guidance and inspiration for developing this skill. Associates and Managers are encouraged to
explore additional resources as needed based on their specific situations.

Books: Never Eat Alone by Keith Ferrazzi & The Trusted Advisor by David H. Maister
LinkedIn Learning Course: Building Client Relationships
Podcasts: The Art of Charm – Mastering Communication, How I Built This – Stories of successful client engagement
and relationship building.

4. Setting development goals

Use the Development plan template [Click to open] to set development goals for the skill. View a sample development goal for this skill below.

Goal Actions and Activities My Support Network Success Measures

Experience 70: Exposure Education

Development Goal On the Job Based Projects and 20: Learn from Others Mentors, 10: Formal Training Learning From/Why How will you know you have
Coaches, & Peers {How will you Courses
improved?
{Enter SMART Goal Below} Assignments {Enter related {What formal training, if any, is {Who can help? How?} {Expected outcomes when done}
assignment} learn from others?}
needed?}

Manager can provide Improved Stakeholder XYZ

Build a strong relationship with Lead client meetings and Observe and learn from Complete the course Building opportunities to lead client satisfaction and
Stakeholder XYZ to offer new presentations to gain hands-on experienced colleagues during Client Relationships by meetings and offer constructive engagement. Increased
product by Q4 2025. experience (Ongoing). client interactions (Ongoing). September. feedback. Peers can share confidence in handling client
experiences for growth. interactions.

Your feedback matters! Click here to share your thoughts and help us improve. Confidential and proprietary ©2025 Nielsen Consumer LLC. All Rights Reserved.
 Process Optimization and
Quality Improvement
An individual with strong quality and process improvement skills
identifies opportunities to streamline workflows, reduce errors, and
deliver consistent, high-impact results.
They use data, feedback, and root cause analysis to propose
enhancements, eliminate inefficiencies, and promote standardization.

Go back to Skills

Development of the skill

Go to the next page to
While every development path is unique, this approach sparks dynamic collaboration between learn how to action on
managers and associates, empowering both to achieve their best. each step.

2. Guide for coaching, tools, and frameworks 3. Additional Learning Resources

Engage in regular coaching sessions for Access additional learning resources to
feedback and guidance using prompts, support in the continous development of
tools, and frameworks. the skill.

1. Growth Indicators Framework 4. Development Goals

Review the skill’s success behaviors Identify SMART development goals
to identify growth opportunities and for developing the skill. View sample
track development progress. goals and activities for development
plans.

1. Growth Indicators Framework

Begin by evaluating the behaviors on the left to identify areas where skill development is necessary. Then, review the success behaviors on
the right to understand the standards to strive for. These success behaviors are particularly relevant for senior and mid-level professionals, but
junior associates may also find these behaviors insightful and aspirational as they grow into more advanced roles.

Skill development is needed when the associate... Success in this skill is indicated when the associate...

Launches improvement efforts that lack structure, clear planning, or Plans and implements process improvement initiatives that deliver
measurable impact. measurable and sustainable outcomes.
Rarely revisits existing processes, allowing inefficiencies or outdated Regularly reviews and updates processes to increase efficiency, quality,
practices to persist. or impact.
Does not actively promote or support continuous improvement within Embeds a culture of continuous improvement through coaching,
the team or organization. mentoring, and influence.
Process improvements are disconnected from broader business Aligns process improvement efforts with strategic business objectives
goals or KPIs. and KPIs to drive informed decisions and continuous improvement.
Struggles to identify the root causes of recurring issues or Uses structured problem-solving techniques to consistently identify and
inefficiencies. address root causes of recurring issues or inefficiencies.
Faces difficulty engaging others or building support for process Builds trust and alignment by actively involving stakeholders early,
changes. listening to concerns, and clearly communicating the benefits of
proposed changes.
Relies on outdated practices and shows limited initiative to innovate Proactively seeks out and experiments with new tools, methods, or
or modernize processes. ideas to improve efficiency and relevance in current processes.
Has challenges collecting, interpreting, or using performance data to Seeks out relevant performance data and collaborates with others to
guide decisions. interpret it accurately before making informed decisions.
Avoids or struggles to lead large-scale initiatives, often limiting Leads large-scale process transformation initiatives that deliver
efforts to small, tactical changes with minimal strategic impact. strategic value.

Ready to assess development for this skill? Click here to access the rubric to track development progress

Your feedback matters! Click here to share your thoughts and help us improve. Confidential and proprietary ©2025 Nielsen Consumer LLC. All Rights Reserved.
 Process Optimization and Quality Improvement
A Manager’s guide to develop the skill

Go back to Skills

2. Guide for coaching, tools, and frameworks

Once you’ve identified the relevant behaviors, as a manager, you can consider the following actions to drive the development of the skill.

Engage Evolve
Action
How to support development of the skill Tools & tips that can support you

Use a structured rubric to evaluate methodology, clarity, stakeholder engagement, and

Observe their role in improvement initiatives—note the process used,
Observe measurable results. You can use the provided feedback template and include additional
employee engagement, and the outcomes.
success behaviors.

Ask & Coach Utilize these sample questions to encourage self-reflection and identify development needs. It’s not mandatory to ask all the questions; they are meant to help
understand the associate’s target areas for growth and may not apply to every role.

What types of inefficiencies or process gaps do you notice in your daily How do you prioritize which processes to improve?
work? How do you ensure your improvements lead to measurable and sustainable
What steps do you take to understand the root cause of an issue? results?
How confident are you in mapping out processes and identifying How do you gain buy-in from others for proposed changes?
improvement opportunities? What feedback have you received about your process optimization efforts?
What tools or techniques do you use for process analysis? What support or training would help you lead more impactful process changes?

Share your approach to continuous improvement: “Here’s how I identified Use storytelling to highlight challenges, the improvement plan, and results. Share
Model
and improved this process…” before/after visuals or workflows.

Let them lead a small-scale improvement project, do a root cause Provide coaching and feedback checkpoints. Offer templates for root cause analysis (e.g.,
Assign
analysis, or map a process redesign. 5 Whys, SIPOC).

Recommend Miro / PowerPoint – For creating process maps and visualizing Lean Principles – For learning how to enhance processes to deliver higher quality and
Tools, templates, improvements. faster service.
and frameworks Fishbone Diagram / 5 Whys Template – For root cause analysis. DMAIC (Define → Measure →
Analyze →
Improve →
Control) – For learning how to
Excel / Power BI – To track process metrics and improvements. apply a methodology used to solve complex problems and improve processes.
AI-Powered Coaching – Ask about specific process optimization and PDCA (Plan → →
Do Check →
Act) – For a methodology to manage processes and
quality improvement skills and tools. systems with a problem-solving approach.
SIPOC (Suppliers→ Inputs →
Process →
Outputs →
Customers) – For visualizing
and analyzing business processes.

3. Additional learning resources to support development

While not exhaustive, these resources offer guidance and inspiration for developing this skill. Associates and Managers are encouraged to
explore additional resources as needed based on their specific situations.

LinkedIn Learning Courses: Lean Six Sigma Foundations, Process Improvement Techniques, or Operational
Excellence Foundations
Books: The Lean Six Sigma Pocket Toolbook by Michael L. George et al.
Podcast: Process Improvement Institute or Process Excellence Network
Harvard Business Review: Articles on continuous improvement & operational excellence

4. Setting development goals

Use the Development plan template [Click to open] to set development goals for the skill. View a sample development goal for this skill below.

Goal Actions and Activities My Support Network Success Measures

Experience 70: Exposure Education

Development Goal On the Job Based Projects and 20: Learn from Others Mentors, 10: Formal Training Learning From/Why How will you know you have
Coaches, & Peers {How will you Courses
improved?
{Enter SMART Goal Below} Assignments {Enter related {What formal training, if any, is {Who can help? How?} {Expected outcomes when done}
assignment} learn from others?}
needed?}

Build capability to identify ​Lead or co-lead a process Seek coaching from a peer or Take a basic Lean principles or Manager or operational lead Efficiency or accuracy improves;
inefficiencies and lead process improvement project using Lean process improvement process mapping can provide visibility into current measurable results are
principles or DMAIC framework pain points. Team members
improvement efforts that result by September. Map a process expert. Participate in team course. Attend a workshop on with experience in Lean achieved. Effective application of
in measurable team or workflow retrospectives to learn what continuous improvement by methods and scalable efforts
enhancements by Q4 2025. and identify 1–2 quick wins by worked by October. July. principles or operations can across teams.
November. offer mentoring.

Your feedback matters! Click here to share your thoughts and help us improve. Confidential and proprietary ©2025 Nielsen Consumer LLC. All Rights Reserved.
 Communication and Presentation ​Skills
An Individual with strong communication and presentation skills can
confidently deliver messages to senior leaders, peers, and clients.
They adapt their content to the audience, use storytelling, visuals,
and data to enhance clarity, and engage listeners with confidence
and purpose.

Go back to Skills

Development of the skill

Go to the next page to
While every development path is unique, this approach sparks dynamic collaboration between learn how to action on
managers and associates, empowering both to achieve their best. each step.

2. Guide for coaching, tools, and frameworks 3. Additional Learning Resources

Engage in regular coaching sessions for Access additional learning resources to
feedback and guidance using prompts, support in the continous development of
tools, and frameworks. the skill.

1. Growth Indicators Framework 4. Development Goals

Review the skill’s success behaviors Identify SMART development goals
to identify growth opportunities and for developing the skill. View sample
track development progress. goals and activities for development
plans.

1. Growth Indicators Framework

Begin by evaluating the behaviors on the left to identify areas where skill development is necessary. Then, review the success behaviors on
the right to understand the standards to strive for. These success behaviors are designed for professionals who frequently present to audiences,
including senior leaders, peers, and clients. They are applicable to individuals at all levels.

Skill development is needed when the associate... Success in this skill is indicated when the associate...

Struggles to craft clear or persuasive narratives, resulting in Designs and delivers compelling narratives that influence
limited impact on decision-making. enterprise-level decisions.
Avoids presenting or appears unprepared, leading to Can confidently present to senior leaders, peers, and clients to
unclear messaging or disengaged audiences. facilitate questions or discussion.
Fails to connect data to a clear message or call to action by Uses storytelling, visuals, and data to drive engagement and
relying heavily on text or data without using visuals or action.
narrative techniques to engage the audience.
Uses the same communication style regardless of Adapts communication style to resonate with diverse
audience, leading to misunderstandings or disengagement. audiences and stakeholders.
Appears uncertain or unprepared in high-pressure Facilitates high-stakes discussions with clarity, confidence,
discussions. and strategic intent.
Struggles with presentation tools, leading to technical Prepares and uses presentation tools fluently to present
issues or unclear visuals. confidently to stakeholders.

Reads directly from slides and fails to engage the Engages the audience actively by speaking naturally and
audience, resulting in a lack of interaction and diminished interacting with them, rather than reading directly from slides,
impact. ensuring high levels of interaction and impact.

Ready to assess development for this skill? Click here to access the rubric to track development progress

Your feedback matters! Click here to share your thoughts and help us improve. Confidential and proprietary ©2025 Nielsen Consumer LLC. All Rights Reserved.
 Communication and Presentation ​Skills
A Manager’s guide to develop the skill

Go back to Skills

2. Guide for coaching, tools, and frameworks

Once you’ve identified the relevant behaviors, as a manager, you can consider the following actions to drive the development of the skill.

Engage Evolve
Action
How to support development of the skill Tools & tips that can support you

Create and share a feedback rubric for your employee that measures structure, clarity,
Observe Watch their presentations or team updates—note patterns, tone, flow.
and engagement. You can use the rubric linked on the previous page.

Ask & Coach

Utilize these sample questions to encourage self-reflection and identify development needs. It’s not mandatory to ask all the questions; they are meant to help
understand the associate’s target areas for growth and may not apply to every role.

How confident do you feel during presentations, and are there certain How do you handle unexpected questions or interruptions during your
audiences you feel more comfortable with than others? presentations?
What challenges do you face when preparing for a presentation, and what How do you approach presentations with different audiences, such as senior
would help boost your confidence? stakeholders, internal teams, or clients?
What strategies do you use to manage nervousness before or during a How do you ensure you lead presentations with authority and influence decision-
presentation? making?
How do you structure your presentations to ensure clarity and How do you measure the effectiveness of your presentations?
engagement? Based on your experience so far, what areas would you like to continue to focus
What techniques do you use to keep your audience engaged throughout on for development in this area?
your presentation?

Present well yourself and explain your approach: “Here’s how I planned
Model Show behind-the-scenes prep or use storytelling techniques.
this deck…”

Give stretch opportunities: present in cross-functional meetings, lead a Build safe environments for practice and feedback, do not assign high risk opportunities
Assign
training, pitch an idea. without practice and feedback.

Recommend Rehearse with Coach (PPT) – For recording and reviewing practice What → So What →
Now What – For structuring communication and messaging.
Tools, templates, presentations. Communication Techniques – For learning communication skills to communicate and
and frameworks PowerPoint Designer – For engaging slide ideas. engage.
Copilot – To refine presentation structure, generate talking points, or
draft scripts.

3. Additional learning resources to support development

While not exhaustive, these resources offer guidance and inspiration for developing this skill. Associates and Managers are encouraged to
explore additional resources as needed based on their specific situations.

TED Talks: Chris Anderson’s TED’s Secret to Great Public Speaking

Book: Talk Like TED by Carmine Gallo
LinkedIn Learning Courses: Public Speaking Foundations or Executive Presence on Video Calls
Podcast: The Art of Charm – Mastering Communication

4. Setting development goals

Use the Development plan template [Click to open] to set development goals for the skill. View a sample development goal for this skill below.

Goal Actions and Activities My Support Network Success Measures

Experience 70: Exposure Education

Development Goal On the Job Based Projects and 20: Learn from Others Mentors, 10: Formal Training Learning From/Why How will you know you have
Coaches, & Peers {How will you Courses
improved?
{Enter SMART Goal Below} Assignments {Enter related {What formal training, if any, is {Who can help? How?} {Expected outcomes when done}
assignment} learn from others?}
needed?}

Improve clarity and confidence ​Present at Q3 cross-team

​Record 2 practice runs with
Complete the Public Speaking
​Manager approval for training
​ anager feedback indicates
M
when presenting to senior meeting with prep support by Rehearse with Coach by July. Foundations LinkedIn Learning and project involvement.​ stronger presence and clarity when
stakeholders by Q3 2025. August. course by July. communicating and presenting.

Your feedback matters! Click here to share your thoughts and help us improve. Confidential and proprietary ©2025 Nielsen Consumer LLC. All Rights Reserved.
 Collaboration
A person with strong collaboration skills communicates effectively,
respects different viewpoints, and contributes meaningfully to
group activities.
They also take initiative, support others, and resolve conflicts
constructively.

Go back to Skills

Development of the skill

Go to the next page to
While every development path is unique, this approach sparks dynamic collaboration between learn how to action on
managers and associates, empowering both to achieve their best. each step.

2. Guide for coaching, tools, and frameworks 3. Additional Learning Resources

Engage in regular coaching sessions for Access additional learning resources to
feedback and guidance using prompts, support in the continous development of
tools, and frameworks. the skill.

1. Growth Indicators Framework 4. Development Goals

Review the skill’s success behaviors Identify SMART development goals
to identify growth opportunities and for developing the skill. View sample
track development progress. goals and activities for development
plans.

1. Growth Indicators Framework

Begin by evaluating the behaviors on the left to identify areas where skill development is necessary. Then, review the success behaviors on
the right to understand the standards to strive for. These success behaviors are designed for professionals at all levels who aim to foster
collaboration, inclusivity, and trust within their teams.

Skill development is needed when the associate... Success in this skill is indicated when the associate...

Dismisses or overlooks differing perspectives, leading to Fosters inclusion by respecting and empathizing with diverse
exclusion or disengagement, and insisting on own approach. perspectives.
Avoids addressing conflict or escalates tension through reactive Resolves conflicts constructively and maintains positive
behavior. relationships toward shared goals.
Fails to share ideas, ask questions, or engage with the input or Contributes meaningfully to group discussions and activities.
contributions from others.
Fails to share information or to communicate effectively across Facilitates knowledge sharing with relevant stakeholders and
teams. breaks down silos to accelerate results.
Does not offer help or support to teammates when needed. Takes initiative in collaborative projects and supports others.
Prefers to work alone and doesn’t solicit input from other Collaborates effectively with relevant parties, soliciting input and
relevant parties, even when collaboration would be more leveraging collective expertise to achieve the best outcomes.
effective.
Focuses on personal tasks without aligning with team goals and Aligns personal tasks with team goals and priorities, ensuring
priorities. individual contributions support the overall success of the team.
Fails to follow through on commitments, leading to a lack of Builds trust by following through on commitments.
trust and reliability within the team.
Overlooks or dismisses the contributions of other team Recognizes other team members’ contributions.
members, resulting in decreased morale and engagement.

Ready to assess development for this skill? Click here to access the rubric to track development progress

Your feedback matters! Click here to share your thoughts and help us improve. Confidential and proprietary ©2025 Nielsen Consumer LLC. All Rights Reserved.
 Collaboration
A Manager’s guide to develop the skill

Go back to Skills

2. Guide for coaching, tools, and frameworks

Once you’ve identified the relevant behaviors, as a manager, you can consider the following actions to drive the development of the skill.

Engage Evolve
Action
How to support development of the skill Tools & tips that can support you

Create a feedback rubric measuring communication, engagement, and cooperation to

Observe Watch team interactions and note patterns, tone, and dynamics. share with the employee. You can use the provided feedback template and include
additional success behaviors.

Ask & Coach Utilize these sample questions to encourage self-reflection and identify development needs. It’s not mandatory to ask all the questions; they are meant to help
understand the associate’s target areas for growth and may not apply to every role.

What recent collaboration experience made you feel accomplished, and How do you ensure that everyone's ideas and contributions are valued in a team
what contributed to its success? setting?
What aspects of collaboration do you feel most confident in, and where do What strategies do you use to ensure clear communication and understanding
you see room for improvement? among team members?
What role do you usually take in team projects, and how do you feel about How do you handle conflicts or disagreements within a team setting?
that role? How do you balance individual responsibilities with collaborative efforts?
How do you prepare yourself for collaborative tasks and projects? How do you measure the success of your collaborative efforts?
What tools or resources do you find helpful for enhancing collaboration? How do you seek feedback from your colleagues on your collaboration skills?
How do you typically approach working with team members who have
different perspectives or working styles?

Demonstrate effective collaboration in your own work and explain your

Model Show behind-the-scenes prep or use storytelling techniques.
approach.

Provide opportunities for team collaboration: assign group projects, lead

Assign Build safe environments for practice and feedback.
brainstorming sessions, facilitate team-building activities.

Recommend Planner & Trello – For organizing collaborative projects and tasks or Thomas-Kilmann Conflict Mode Instrument – For a conflict resolution model.
Tools, templates, tracking team progress and responsibilities.
and frameworks Team Charters – For defining roles, responsibilities, and objectives to
ease collaboration.

3. Additional learning resources to support development

While not exhaustive, these resources offer guidance and inspiration for developing this skill. Associates and Managers are encouraged to
explore additional resources as needed based on their specific situations.

Book: The Five Dysfunctions of a Team by Patrick Lencioni

LinkedIn Learning Courses: Building Collaborative Relationships or Teamwork Foundations
Podcast: WorkLife with Adam Grant – The Science of Teamwork

4. Setting development goals

Use the Development plan template [Click to open] to set development goals for the skill. View a sample development goal for this skill below.

Goal Actions and Activities My Support Network Success Measures

Experience 70: Exposure Education

Development Goal On the Job Based Projects and 20: Learn from Others Mentors, 10: Formal Training Learning From/Why How will you know you have
Coaches, & Peers {How will you Courses
improved?
{Enter SMART Goal Below} Assignments {Enter related {What formal training, if any, is {Who can help? How?} {Expected outcomes when done}
assignment} learn from others?}
needed?}

Identify a point of friction

Enhance collaboration skills to between the teams by Seek feedback and guidance
Successful completion of Project
effectively work with the Tech Lead and participate in team
interviewing 2 or 3 key
Complete Teamwork
from Manager. Join the
XYZ with Tech and Commercial
and Commercial teams to meetings about Project XYZ stakeholders using the Thomas- Foundations online course by MentorCliq program to get a teams by October. Increased
achieve the launch of Project (Ongoing). Kilmann framework to resolve August. mentor. confidence in handling diverse
XYZ by October 2025. conflicts by October.
perspectives within the team.

Your feedback matters! Click here to share your thoughts and help us improve. Confidential and proprietary ©2025 Nielsen Consumer LLC. All Rights Reserved.
 Strategic Thinking and Decision-Making ​
An individual with strong strategic thinking and decision-making
skills sees the bigger picture and connects day-to-day actions to
long-term goals.
They evaluate risks and opportunities, analyze trends, and use
sound judgment to make informed, timely decisions.

Go back to Skills

Development of the skill

Go to the next page to
While every development path is unique, this approach sparks dynamic collaboration between learn how to action on
managers and associates, empowering both to achieve their best. each step.

2. Guide for coaching, tools, and frameworks 3. Additional Learning Resources

Engage in regular coaching sessions for Access additional learning resources to
feedback and guidance using prompts, support in the continous development of
tools, and frameworks. the skill.

1. Growth Indicators Framework 4. Development Goals

Review the skill’s success behaviors Identify SMART development goals
to identify growth opportunities and for developing the skill. View sample
track development progress. goals and activities for development
plans.

1. Growth Indicators Framework

Begin by evaluating the behaviors on the left to identify areas where skill development is necessary. Then, review the success behaviors on
the right to understand the standards to strive for. These success behaviors are designed for senior-level individuals, while mid-level and junior
professionals aiming to advance their careers will also benefit from developing this skill.

Skill development is needed when the associate... Success in this skill is indicated when the associate...

Faces challenges in synthesizing information and drawing actionable Synthesizes information, consistently drawing actionable insights that
insights. drive strategic decisions.

Struggles with balancing multiple priorities and perspectives. Balances multiple priorities and perspectives with ease, ensuring
cohesive and well-rounded decision-making.

Has low confidence in making decisions under uncertainty. Makes decisions under uncertainty with high confidence, demonstrating
sound judgment and resilience.

Has limited use or unfamiliarity with modern decision-making tools Uses modern decision-making tools and methodologies, leveraging
and methodologies. advanced techniques to enhance outcomes.

Focuses heavily on day-to-day tasks and has difficulty in anticipating Prioritizes effectively, focusing on high-impact activities and making
long-term implications. deliberate trade-offs when resources are limited.

Does not challenge assumptions or explore the "why" behind Challenges assumptions, asks insightful questions and encourages
decisions and processes. others to think beyond the immediate ask.

Does not align proposals with the company’s and team’s strategic Align their work with the organization and team's objectives and can
objectives. clearly articulate how their initiatives contribute to broader outcomes.
Fails to connect tactical actions to strategic outcomes. Connects the dots and is able to identify downstream effects of
decisions.
Lacks interest in external trends, competitor activity or market Proactively identifies emerging trends, risks, or opportunities and
dynamics that can influence their role. adjusts plans accordingly to stay ahead of the change.

Ready to assess development for this skill? Click here to access the rubric to track development progress

Your feedback matters! Click here to share your thoughts and help us improve. Confidential and proprietary ©2025 Nielsen Consumer LLC. All Rights Reserved.
 Strategic Thinking and Decision-Making ​
A Manager’s guide to develop the skill

Go back to Skills

2. Guide for coaching, tools, and frameworks

Once you’ve identified the relevant behaviors, as a manager, you can consider the following actions to drive the development of the skill.

Engage Evolve
Action
How to support development of the skill Tools & tips that can support you

If applicable, observe how the associate participates in strategic planning Use a feedback rubric to evaluate the quality and impact of decisions. Share with the
Observe meetings to assess decision-making processes or propose ideas in employee for continuous improvement. You can use the provided feedback template and
similar situations. include additional success behaviors.

Ask & Coach Utilize these sample questions to encourage self-reflection and identify development needs. It’s not mandatory to ask all the questions; they are meant to help
understand the associate’s target areas for growth and may not apply to every role.

What’s a recent decision you felt confident about? What contributed to that How do you balance data, intuition, and input from others when making a
feeling? decision?
Where do you feel the least confident when making strategic decisions? What future trends or broader business contexts do you consider when you
How do you prepare for important decisions? develop a strategy?
How do you define the key stakeholders impacted by a decision, and how Who do you go to for strategic input, and how do you ensure you’re getting
do you factor their perspectives into your decision? diverse perspectives?
How do you define success in a decision? What patterns have you noticed in how you approach strategic decisions? Are
they helping or hindering you?

Demonstrate effective strategic thinking techniques and share personal

Model Show behind-the-scenes preparation and decision-evaluation methods.
approaches.

Provide opportunities to lead strategic projects and decision-making

Assign Create safe environments for practice and feedback before high-stakes decisions.
processes.

Recommend Value Stick – For a framework to help understand how to create value SWOT Analysis - For identifying opportunities.
Tools, templates, and build a strategy. 5 Why problem solving – For a technique to identify the root causes of problems.
and frameworks Decision Trees – For visualizing decision-making processes.
OGSM: Objectives, Goals, Strategy & Measures – To identify
important work, and help connect day-to-day with overall priorities.

3. Additional learning resources to support development

While not exhaustive, these resources offer guidance and inspiration for developing this skill. Associates and Managers are encouraged to
explore additional resources as needed based on their specific situations.

LinkedIn Learning Courses: Strategic Thinking

Books: Thinking, Fast and Slow by Daniel Kahneman,Good Strategy Bad Strategy by Richard Rumelt, Better, Simpler
Strategy by Felix Oberholzer-Gee

4. Setting development goals

Use the Development plan template [Click to open] to set development goals for the skill. View a sample development goal for this skill below.

Goal Actions and Activities My Support Network Success Measures

Experience 70: Exposure Education

Development Goal On the Job Based Projects and 20: Learn from Others Mentors, 10: Formal Training Learning From/Why How will you know you have
Coaches, & Peers {How will you Courses
improved?
{Enter SMART Goal Below} Assignments {Enter related {What formal training, if any, is {Who can help? How?} {Expected outcomes when done}
assignment} learn from others?}
needed?}

Strengthen strategic thinking Manager support to identify

and decision-making skills to Facilitate decision-making Participate in strategy Take the Strategic Thinking assignments and Decisions are data-driven, aligned
evaluate options, anticipate sessions using a decision tree discussions. Request advice
course on LinkedIn Learning
opportunities. Stakeholder to to strategy, and supported by
risks, and align decisions with or the OGSM framework from leaders on how they
(by June).
provide context and feedback stakeholders. Noted improvement
business goals by the end of (Ongoing). approach decisions (Ongoing). on alignment with strategic in prioritization and planning.
Q4 2025. goals.

Your feedback matters! Click here to share your thoughts and help us improve. Confidential and proprietary ©2025 Nielsen Consumer LLC. All Rights Reserved.
 Adaptability and Resilience​
An individual with strong adaptability and resilience skills remains
effective and focused through change, stress, or setbacks.
They adjust their approach when faced with new information or
challenges, stay solution-oriented, and help maintain team morale.

Go back to Skills

Development of the skill

Go to the next page to
While every development path is unique, this approach sparks dynamic collaboration between learn how to action on
managers and associates, empowering both to achieve their best. each step.

2. Guide for coaching, tools, and frameworks 3. Additional Learning Resources

Engage in regular coaching sessions for Access additional learning resources to
feedback and guidance using prompts, support in the continous development of
tools, and frameworks. the skill.

1. Growth Indicators Framework 4. Development Goals

Review the skill’s success behaviors Identify SMART development goals
to identify growth opportunities and for developing the skill. View sample
track development progress. goals and activities for development
plans.

1. Growth Indicators Framework

Begin by evaluating the behaviors on the left to identify areas where skill development is necessary. Then, review the success behaviors on
the right to understand the standards to strive for. These success behaviors are designed for professionals at all levels who aim to enhance their
adaptability, resilience, and innovative thinking.

Skill development is needed when the associate... Success in this skill is indicated when the associate...

Has challenges adjusting to changing circumstances and Adapts well to changing circumstances and unexpected
unexpected challenges. challenges.
Struggles with maintaining a positive mindset during periods of Maintains a positive mindset during periods of stress and
stress and uncertainty. uncertainty.
Struggles in balancing changing priorities and managing time Balances multiple priorities and manages time efficiently.
effectively.
Has difficulty in bouncing back from setbacks and learning from Bounces back from setbacks and learns constructively from
failures. failures.
Becomes noticeably stressed or overwhelmed when faced with Remains calm and adaptable when faced with unexpected
unexpected feedback and/or changes in plans, priorities, team feedback or changes, effectively managing stress and maintaining
dynamics. focus.
Resists new ideas or processes, often expressing skepticism or Embraces new ideas and processes with an open mind, exploring
discomfort without exploring potential benefits. potential benefits and demonstrating a willingness to innovate.
Dwells on the negatives when setbacks occur and struggles to Focuses on solutions and learning opportunities when setbacks
recover or refocus on solutions. occur, quickly recovering and maintaining a positive outlook.
Avoids taking on new responsibilities or tasks that fall outside Proactively seeks out new responsibilities and tasks,
their comfort zone. demonstrating a willingness to step outside their comfort zone and
grow.

Ready to assess development for this skill? Click here to access the rubric to track development progress

Your feedback matters! Click here to share your thoughts and help us improve. Confidential and proprietary ©2025 Nielsen Consumer LLC. All Rights Reserved.
 Adaptability and Resilience​
A Manager’s guide to develop the skill

Go back to Skills

2. Guide for coaching, tools, and frameworks

Once you’ve identified the relevant behaviors, as a manager, you can consider the following actions to drive the development of the skill.

Engage Evolve
Action
How to support development of the skill Tools & tips that can support you

Work collaboratively with the employee to identify specific behaviors and actions that
Attend team meetings and observe responses to changing situations and
Observe demonstrate adaptability and resilience. You can use the provided feedback template and
feedback.
include additional success behaviors.

Ask & Coach Utilize these sample questions to encourage self-reflection and identify development needs. It’s not mandatory to ask all the questions; they are meant to help
understand the associate’s target areas for growth and may not apply to every role.

What strategies do you use when facing a setback or failure? How do you stay motivated when results are slow or progress is unclear?
How do you approach a situation where you have to learn something new What signs tell you that you're reaching your limit, and how do you respond when
quickly? you notice them?
What resources or support systems help you stay grounded during high- In a professional setting, how have your past challenges shaped the way you
pressure or stressful situations? handle change today?
How do you typically respond, emotionally and behaviorally, when plans What’s your mindset when stepping into unfamiliar territory, and how do you
suddenly change? reframe fear or discomfort?

Share personal approaches to handling stress and setbacks.

Model Demonstrate effective adaptability and resilience techniques.
Share available resources at NIQ that can be helpful.

Provide opportunities to lead projects that require adaptability and Suggest using modern tools like task management apps and suggest to co-create a plan
Assign
creative problem-solving. the employee can refer to during stressful times.

Recommend EAP – For internal self-care tools. PERMA Model – For learning how to build a positive workplace.
Tools, templates, Microsoft Planner / Trello – For task management and tracking to The 7 C’s of Resilience – To learn the 7 components of resilience.
and frameworks adapt to dynamic requests and projects.
The Change Curve (Kubler-Ross Model) – Helps individuals
understand the emotional stages of change

3. Additional learning resources to support development

While not exhaustive, these resources offer guidance and inspiration for developing this skill. Associates and Managers are encouraged to
explore additional resources as needed based on their specific situations.
TED Talks: Brené Brown’s The Power of Vulnerability
LinkedIn Learning Courses: Cultivating a Growth Mindset, Building Resilience
Books: Grit by Angela Duckworth, Survive and Advance: Lessons on Living a Life Without Compromise by Derek
Lewis
Podcasts: The Tim Ferriss Show – Insights on adaptability and mental toughness. The Happiness Lab – Strategies
for building resilience.

4. Setting development goals

Use the Development plan template [Click to open] to set development goals for the skill. View a sample development goal for this skill below.

Goal Actions and Activities My Support Network Success Measures

Experience 70: Exposure Education

Development Goal On the Job Based Projects and 20: Learn from Others Mentors, 10: Formal Training Learning From/Why How will you know you have
Coaches, & Peers {How will you Courses
improved?
{Enter SMART Goal Below} Assignments {Enter related {What formal training, if any, is {Who can help? How?} {Expected outcomes when done}
assignment} learn from others?}
needed?}

Enhance the ability to adapt to Journal personal experience

Share the adaptation plan with
organizational change and with the change, identify a trusted peer or mentor and Observed an increase in
ask for feedback to encourage Read
“Grit” by Angela Manager to identify growth
model resilience, enabling emotional and operational
confidence when handling
effective guidance through open discussion and learn from Duckworth; complete a growth opportunities. Peers to share challenges, and positive feedback
challenges, and create a mindset course. experiences.
transitions with clarity, empathy, personal adaptation plan.
their perspectives and from peers.
and purpose by Q1 2026. experiences.

Your feedback matters! Click here to share your thoughts and help us improve. Confidential and proprietary ©2025 Nielsen Consumer LLC. All Rights Reserved.
 Time Management and Productivity ​
A person with strong time management and productivity skills
effectively prioritizes tasks, manages their workload, and
consistently meets deadlines.
They maintain focus, limit distractions, and approach their work with
proactive planning and efficiency.

Go back to Skills

Development of the skill

Go to the next page to
While every development path is unique, this approach sparks dynamic collaboration between learn how to action on
managers and associates, empowering both to achieve their best. each step.

2. Guide for coaching, tools, and frameworks 3. Additional Learning Resources

Engage in regular coaching sessions for Access additional learning resources to
feedback and guidance using prompts, support in the continous development of
tools, and frameworks. the skill.

1. Growth Indicators Framework 4. Development Goals

Review the skill’s success behaviors Identify SMART development goals
to identify growth opportunities and for developing the skill. View sample
track development progress. goals and activities for development
plans.

1. Growth Indicators Framework

Begin by evaluating the behaviors on the left to identify areas where skill development is necessary. Then, review the success behaviors on
the right to understand the standards to strive for. These success behaviors are designed for professionals at all levels who aim to enhance their
time management and prioritization skills.

Skill development is needed when the associate... Success in this skill is indicated when the associate...

Struggles to prioritize tasks, often focusing on low-impact Effectively prioritizes tasks and manages workload.
activities.
Misses deadlines or delivers rushed, low-quality work. Consistently meets deadlines with high-quality work.
Overcommits or underestimates time required for tasks, Plans schedules realistically, balancing capacity and output.
leading to delays or burnout.
Fails to adopt or adapt tools that could improve productivity. Designs and implements scalable time management systems
and tools.
Misses opportunities to delegate or guide others in Coaches teams on prioritization, delegation, and focus to
prioritization. maximize impact.
Demonstrates inconsistent or inefficient work habits that Demonstrates proactive and efficient work habits and inspires
affect team performance. others to adopt high-performance habits.
Frequently reacts to urgent tasks at the expense of Prioritizes high-impact tasks over urgent but less important
important, high-impact work, leading to inefficiencies and work, ensuring focus on what truly matters.
missed priorities.

Ready to assess development for this skill? Click here to access the rubric to track development progress

Your feedback matters! Click here to share your thoughts and help us improve. Confidential and proprietary ©2025 Nielsen Consumer LLC. All Rights Reserved.
 Time Management and Productivity
A Manager’s guide to develop the skill

Go back to Skills

2. Guide for coaching, tools, and frameworks

Once you’ve identified the relevant behaviors, as a manager, you can consider the following actions to drive the development of the skill.

Engage Evolve
Action
How to support development of the skill Tools & tips that can support you

Use a feedback rubric to measure prioritization, deadline adherence, and focus to share
Monitor their task management and productivity—note patterns,
Observe with the employee for development tracking. You can use the provided feedback template
bottlenecks, and inefficiencies.
and include additional success behaviors.

Ask & Coach

Utilize these sample questions to encourage self-reflection and identify development needs. It’s not mandatory to ask all the questions; they are meant to help
understand the associate’s target areas for growth and may not apply to every role.

What’s a recent productivity or time management challenge you faced? What steps do you take to ensure high-quality work while meeting deadlines?
What was your approach? What tools or techniques would you like to learn or adopt to better manage your
What aspects of your time management do you feel most confident about? time?
How do you typically prioritize your tasks throughout the day, especially How do you measure your success in time management?
when urgent needs arise? What feedback have you received about your time management skills?
How do you balance your workload between urgent and long-term tasks? What specific time management skills are you interested in developing further, and
How do you handle interruptions, and what strategies would you like to how are you preparing to improve them?
adopt to manage them better?

Demonstrate effective time management techniques and explain your

Model Show behind-the-scenes planning and scheduling techniques.
approach: “Here’s how I prioritize my tasks…”

Give stretch opportunities: lead a project with tight deadlines, implement a Build safe environments for practice and feedback; avoid high-risk assignments without
Assign
time management strategy. adequate support.

Recommend Productivity Hacks – Explore the 100 most useful productivity tips. Time Blocking in Calendar – For scheduling focused work periods.
Tools, templates, Planner & Trello – For task management, planning, and prioritization. Agile Methodology – For iterative and flexible task management.
and frameworks One Note – For notetaking and organization.

3. Additional learning resources to support development

While not exhaustive, these resources offer guidance and inspiration for developing this skill. Associates and Managers are encouraged to
explore additional resources as needed based on their specific situations.

LinkedIn Learning Courses: Time Management Fundamentals

Books: Deep Work by Cal Newport, Atomic Habits by James Clear
Podcasts: The Productivity Show – Time Management, Beyond the To-Do List – Task Management

4. Setting development goals

Use the Development plan template [Click to open] to set development goals for the skill. View a sample development goal for this skill below.

Goal Actions and Activities My Support Network Success Measures

Experience 70: Exposure Education

Development Goal On the Job Based Projects and 20: Learn from Others Mentors, 10: Formal Training Learning From/Why How will you know you have
Coaches, & Peers {How will you Courses
improved?
{Enter SMART Goal Below} Assignments {Enter related {What formal training, if any, is {Who can help? How?} {Expected outcomes when done}
assignment} learn from others?}
needed?}

Manager feedback and Client A's

Improve proficiency in time Participate in weekly planning Learn 10 new productivity skills feedback on the project timeline
management for the upcoming review meetings using the Agile Shadow
a senior manager on
from the Productivity Hacks (by
​Manager approval for training
after the project's completion. All
project with Client A by Q1 methodology (Ongoing).
project planning (Ongoing).
December).
and project involvement.
deadlines were met during the
2026. project.

Your feedback matters! Click here to share your thoughts and help us improve. Confidential and proprietary ©2025 Nielsen Consumer LLC. All Rights Reserved.
 Analytical and Problem-Solving Skills
An individual with strong analytical and problem-solving skills can
assess complex situations, identify root causes, and generate practical,
data-informed solutions.
They use critical thinking to evaluate options, leverage data and insights
to guide decisions and remain solution-oriented under pressure.

Go back to Skills

Development of the skill

Go to the next page to
While every development path is unique, this approach sparks dynamic collaboration between learn how to action on
managers and associates, empowering both to achieve their best. each step.

2. Guide for coaching, tools, and frameworks 3. Additional Learning Resources

Engage in regular coaching sessions for Access additional learning resources to
feedback and guidance using prompts, support in the continous development of
tools, and frameworks. the skill.

1. Growth Indicators Framework 4. Development Goals

Review the skill’s success behaviors Identify SMART development goals
to identify growth opportunities and for developing the skill. View sample
track development progress. goals and activities for development
plans.

1. Growth Indicators Framework

Begin by evaluating the behaviors on the left to identify areas where skill development is necessary. Then, review the success behaviors on
the right to understand the standards to strive for. These success behaviors are designed for professionals at all levels who aim to enhance their
problem-solving and analytical skills.

Skill development is needed when the associate... Success in this skill is indicated when the associate...

Fails to apply critical thinking or systematic analysis, Develops and applies structured problem-solving frameworks
leading to inconsistent or ineffective problem resolution. to address challenges.
Struggles to interpret or apply data to support Uses data-driven insights to guide decisions and
recommendations. recommendations that influence high-level decisions.
Focuses on short-term or isolated problems without Aligns analytical efforts with long-term business strategy and
considering broader strategic context. transformation goals.
Struggles to break down complex problems into Effectively breaks down complex problems into manageable
manageable parts, leading to confusion or inaction parts, providing clarity and facilitating actionable solutions.
When faced with unexpected challenges, they tend to rely Proactively troubleshoots unexpected challenges
heavily on others for solutions rather than attempting to independently, demonstrating resourcefulness and problem-
troubleshoot independently. solving skills.

Ready to assess development for this skill? Click here to access the rubric to track development progress

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 Analytical and Problem-Solving Skills
A Manager’s guide to develop the skill

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2. Guide for coaching, tools, and frameworks

Once you’ve identified the relevant behaviors, as a manager, you can consider the following actions to drive the development of the skill.

Engage Evolve
Action
How to support development of the skill Tools & tips that can support you

Use a feedback rubric (e.g., logic, data usage, clarity of solution). You can use the
Attend meetings or project reviews—note how they approach problems,
Observe provided feedback template and include additional success behaviors. Observe the use
structure their analysis, and arrive at solutions.
of structured problem-solving frameworks.

Ask & Coach Utilize these sample questions to encourage self-reflection and identify development needs. It’s not mandatory to ask all the questions; they are meant to help
understand the associate’s target areas for growth and may not apply to every role.

How do you typically approach solving a complex problem in your daily How do you present your recommendations based on analysis?
responsibilities? What feedback have you received on your problem-solving approach?
What’s your process for breaking down a large, complex problem into What additional skills or tools would help you be more effective in this area?
smaller, manageable parts? When faced with a problem that doesn’t have a clear solution, how do you decide
What tools or methods do you use to support your analysis? where to start?
How do you validate your assumptions or hypotheses? How do you ensure your analysis aligns with broader business goals or strategic
How do you ensure your solutions are practical and sustainable? priorities?

Demonstrate how you approach complex challenges: “Here’s how I Share your thought process using real examples; walk through problem-solving steps and
Model
tackled a similar problem…” decision trees.

Provide stretch opportunities that require analysis, such as leading a Create safe spaces for experimentation and feedback before applying solutions to high-
Assign
project, solving a business issue, or reviewing data. risk situations.

Recommend Power BI / Excel – For data visualization and analytics. 5 Why problem solving – For a technique to identify the root causes of problems.
Tools, templates, Mind Mapping Tools – For brainstorming solutions and mapping logic. Problem Solving Loop – For identifying, analyzing, generating, implementing, and
and frameworks Copilot – To brainstorm and improve critical thinking and problem- evaluating solutions to problems.
solving skills. MECE (Mutually Exclusive, Collectively Exhaustive) – For structured analysis for
decision making.

3. Additional learning resources to support development

While not exhaustive, these resources offer guidance and inspiration for developing this skill. Associates and Managers are encouraged to
explore additional resources as needed based on their specific situations.

LinkedIn Learning: Critical Thinking for Better Judgment, Business Analytics Fundamentals
Book: Thinking in Systems by Donella Meadows
Harvard Business Review: Articles on decision-making and analytical thinking
Podcast: Freakonomics Radio – for real-world analysis of complex problems

4. Setting development goals

Use the Development plan template [Click to open] to set development goals for the skill. View a sample development goal for this skill below.

Goal Actions and Activities My Support Network Success Measures

Experience 70: Exposure Education

Development Goal On the Job Based Projects and 20: Learn from Others Mentors, 10: Formal Training Learning From/Why How will you know you have
Coaches, & Peers {How will you Courses
improved?
{Enter SMART Goal Below} Assignments {Enter related {What formal training, if any, is {Who can help? How?} {Expected outcomes when done}
assignment} learn from others?}
needed?}

Strengthen the ability to analyze ​Lead a small project requiring Request input from experienced ​Manager can guide project Deliver actionable insights that are
data, identify root causes, and problem identification and colleagues on analysis Enroll and complete the selection and offer feedback on implemented; positive feedback on
apply structured problem- analysis. Apply the MECE approaches. Review previous Business Analytics solutions. Mentor can help recommendations. Greater
solving to make informed framework to a team issue by successful problem-solving Fundamentals course by July. frame challenges and decision confidence in presenting analysis;
decisions by the end of 2025. September.​ examples by June. options. fewer gaps in logic.

Your feedback matters! Click here to share your thoughts and help us improve. Confidential and proprietary ©2025 Nielsen Consumer LLC. All Rights Reserved.