Is able to list some things they're less good at, and is thinking about how to deal with that.

• Conscious role definition: You've worked with your manager and team to better focus on projects that make best use of your strengths

• You've asked for feedback from your manager or peers on at least one improvement area.

Is able to accurately describe their own strengths and development areas, looking for feedback and support in self-improvement from peers and team.

• Conscious role definition: You've actively put yourself on a learning and development track to grow in a certain direction at your company. You can describe that role.

• You regularly ask your manager for feedback on areas of improvement, creating process around it where necessary.

• Setting sensible goals: You can confidently point to at least one person in industry that you will never be like.

Is active in building goals and milestones around personal growth, focused on strength and weakness. Supports others in finding their strengths and working on them.

• Conscious role definition: You can point to a structured future job description for yourself, and have aligned as many of your working hours as possible in the direction of that goal.

• You involve your wider team in your goals, openly asking for feedback and consciously thinking of ways to encourage more honest critique.

• Setting sensible goals: You recognise that you'll never be good at everything, and actively reject learning areas that don't align with your interests

Seen as approachable, honest and open by the wider team and organisation. Aware of what they enjoy, and have carved a valuable position for themselves as a result. Constantly asks for feedback, especially in areas of improvement.

• Conscious role definition: You can point to large scale opportunities which you've turned down or delegated because they don't align with your strengths.

• You regularly ask for honest feedback from across your organisation, and are open-minded and thoughtful in how you deal with and report on that feedback. You challenge those who you feel aren't saying what they think.

• Setting sensible goals: You no longer see job titles and status, you see job satisfaction and fulfilment. As a result your personal goals don't include titles or compensation at all, and focus on learning.

Is acutely aware of and open about their faults and personality traits, and has trained themselves to adapt around them. An open book – takes criticism on and acts on it. As a result highly trusted by the highest levels of the company and beyond. Encourages others to be self aware also.

• Conscious role definition: You've created a senior position for yourself which only utilises your strengths, often ceding power to do work which better aligns with what gives you energy. As a result you're known for your efficiency, openness and candour.

• You have a formal and regular feedback loop with peers, seniors and senior management around improvement areas, which you measurably action and report on over time. You ask for critique immediately after significant work delivery or interactions.