Development Path Design

Not every development need is a weakness to fix. Some development needs are strengths to extend. Others are blind spots to illuminate. And some are genuinely missing capabilities that must be built from near-zero. The development path — the sequence and method of capability building — should be calibrated to the type of development need and the person's profile, because building a new behavioral capability requires different strategies than extending an existing one.

1. Strength Extension The person has a strong dimension (75+) but is not leveraging it optimally. The development path: advanced application exercises in the strong dimension. A high-C analyst who produces excellent analysis but does not present it effectively needs C-to-communication training — extending the analytical strength into communication effectiveness. The effort is moderate because the foundation is solid.
2. Blind Spot Illumination The person has a moderate dimension (45-65) that they do not recognize as a development opportunity. The development path: awareness exercises followed by deliberate practice. A moderate-I individual who does not realize their communication could be more engaging needs mirror feedback — recordings, peer observations, self-assessment — to see the gap before they can close it.
3. Capability Building The person has a low dimension (<45) that their role demands. The development path: structured skill-building with behavioral scaffolding. A low-D individual who needs to be more decisive in meetings gets graduated exposure — making small decisions first, then larger ones, with debriefing after each. The scaffolding provides safety while the capability develops.