Your Learning Needs

If you would like to arrange for additional feedback and coaching after completing this analysis, please contact @dr-andrew-atter to discuss. Thank you!

Step 1 of 4

Shape your future, design your growth

Section I: Introduction 

Purpose and aims of the Growth Drivers Self-Evaluation

This self-assessment aims to enable you to assess the current gaps in your learning compared to your future learning needs.

With humanity facing the combined challenges of generating post-covid recovery, the climate emergency, the challenge of AI automation, and prevailing social inequality, most of us will face significant challenges in adapting to an uncertain and volatile future.

The analysis is focused on your ability to develop in any of the six transformational roles that can be reasonably predicted (according to research*) to remain critical to society, irrespective of whatever happens in future:

■ Leadership

■ Innovation

■ Entrepreneurship

■ Creativity

■ Coaching

■ Sustainability

As we move into a new age of automation, these roles require human intelligence that cannot be replaced by machines. These roles will become increasingly important in navigating our way through other existential challenges. In the past, we’ve relied on only a few specialised people in these roles. In future, all of us will need to develop capabilities in these six fields, to some degree. They are, therefore, a useful benchmark to reference our learning needs, now and in the future.

Completion guidelines

You will be asked to evaluate yourself in relation to two key dimensions:

Current Competency Gap

The extent to which you prioritise and demonstrate the competency to the required level now

Future Competency Fit 

The priorities that you see required in the future and the level of competency required.


Please consider the follwoing scale when completing:


Lowest: Don’t have the time or resources to develop this competency

Lower: Requires reprioritisation of time or resources

Balanced: Have the time and resources

Higher: Motivated to invest more time and resources

Highest: Major focus of your working life


Lowest: I am inhibited from demonstrating this competency

Lower: I lack the experience, coaching or training needed to use this competency

Balanced: I use this competency when I need to

Higher: I enjoy using this competency

Highest: I demonstrate mastery in this competency


You might be a professional coach able to demonstrate highly developed listening skills in a coaching context, but you might be less experienced at using listening skills in a leadership role; or as a peer in an innovation breakthrough team.