8.5 – Conduct Meetings

Purpose & Context

Career Development Professionals (CDPs) conduct meetings to enable effective decision making and sharing of information and ideas. Effectively planned and executed meetings result in positive and productive relationships and working environments.

Effective Performance

Competent career development professionals must be able to:

P1. Identify purpose of meeting, e.g. reach a decision, convey information, seek input
P2. Prepare for meeting, for example:
- Select participants
- Develop meeting agenda
- Arrange meeting location, as required
- Inform participants of meeting location, time, and objective
P3.Open meeting:
- Review purpose, agenda, desired outcomes, and allocated time
- Set meeting rules
P4.Lead meeting, for example:
- Follow agenda, e.g. topics and allocated time
- Facilitate discussion, e.g. give all attendees opportunity to participate
- Stay on topic, e.g. refocus discussion as needed, use ‘parking lot’
- Facilitate decision making
- Take notes, e.g. decisions, action plan, timelines
P5.Close meeting:
- Summarize key meeting outcomes, e.g. information shared, decisions made, tasks assigned, agreed upon timelines
- Identify next steps
P6.Prepare meeting notes
- Share and store documentation according to organizational policies
P7.Follow up as required, e.g. find answers to questions asked during session, distribute meeting notes

Knowledge & Understanding

Competent career development professionals must know and understand:

K1. Structure of meeting agendas
K2. Organizational meeting conventions, e.g. timelines for distributing notes

Contextual Variables

Competent career development professionals must be able to perform this competency in the following range of contexts:

Complexity of conducting meeting will vary according to purpose, type, size, frequency, composition of attendees and motivation of attendees.

Glossary & Key References

Terms

Industry-specific terms contained in the standard defined here, where applicable.

None

Information Sources and Resources for Consideration

None

Context Rating Scales

Criticality

Q: What is the consequence of a professional being unable to perform this skill according to the standard?

Minimal risk: SOMEWHAT CRITICAL

Frequency

Q: How frequent and under what conditions is this skill performed?

Circumstantially, e.g. per project, when a specific event arises

Level of Difficulty

Q: Under routine circumstances, how would you rate the level of difficulty in performing this skill?

Moderate difficulty or complexity

Time Required to Gain Proficiency

Q: What is the average length of time or number of repeated events that are minimally necessary for an individual to become proficient in performing the skill to the standard?

A career development professional requires a minimum of 30 experiences managing meetings with varying purpose, type, size, composition, and motivation of participants.

Autonomy

Practitioners typically perform this competency without supervision, and alone or as part of a team.

Automation

It is unlikely that this competency will automate.

Requisite Work Aids, Tools, Equipment or Materials

None