John was hired to the company as an Assistant Brand Manager 2 years ago, and is a high potential employee. John was hired directly after graduation from an MBA program at a prestigious Canadian school and is viewed to be a future Vice-President. His performance ratings are at the top of the scale. The issue with John is his teamwork skills; he tends to rub his colleagues the wrong way and clearly wants to run the show and do things his way. His accomplishments and creativity have lead to some excellent results but complaints about his independent, dominating style are concerning. Another observation is his reports appear to be disorganized and his data is sometimes inaccurate. As the HR Manager, you need to recommend how to set John on the right path. The Company definitely doesn't want to lose him, so we want to address his developmental area and keep him challenged.

Given this scenario:

1. Recommend 3 learning opportunities (also referred to as developmental needs, skills gaps). Note that you are not to list the needs assessment process or identify the type of training method required. You are listing the competency or skills gaps and explaining why you selected these and how it will help his career. For example:

List skill gap #1 and associated learning opportunity- the reason I selected this is because (explain). This skill is important for John in the future because (explain).

List skill gap #2 and associated learning opportunity- the reason I selected this is because (explain). This skill is important for John in the future because (explain).

List skill gap #3 and associated learning opportunity- the reason I selected this is because (explain). This skill is important for John in the future because (explain).

2. Explain how each will support John's career development and keep him challenged and committed to the Company.