Purpose for including Let’s get real in development strategy and processes

  • All development reflects the relevant level of the seven Real Skills for the role alongside its specific competencies.
  • It should be noted that the seven Real Skills align well with, and are complementary to, the competency sets defined by the various professional boards under the Health Practitioners Competence Assurance Act 2003.



  • Shared understanding across health about the importance of building the knowledge and skills to work with people and whānau with mental health and addiction needs.
  • Increased knowledge and skills in the health workforce to work with people and whānau with mental health and addiction needs.
  • Increased demonstration of values informed practice.


Examples of how to include Let’s get real in your development initiatives

Let’s get real is most effective when it takes an organisational approach in its use. A senior leadership commitment across different teams and services is important to have a consistent approach in how it is used to inform development activities.

Self-assessment of the seven Real Skills

Using the self-assessment tool will provide key information about areas for development at an individual, team and organisational level. Each organisation will need to identify how this will be promoted and utilised within teams so that everyone understands that Let’s get real informs development activities.

It will be important that new recruits, or people unfamiliar with the Let’s get real framework, grasp the key skills required of them, not only as they relate to their tasks, but in terms of how they work in partnership with people and whānau.

The seven Real Skills offer a clear framework to understand what’s important when working with people and whānau with mental health and addiction needs.

Individual development plan

The first step for managers and team leaders is to ask the employee to complete their self-assessment of the seven Real Skills. On completion the employee will receive the results of their assessment which will identify strengths and areas for development. This can be used as part of the discussions to prepare an individual development plan.

The employee and manager can then set clear goals with the understanding of how the seven Real Skills support the achievement of outcomes for people and whānau accessing services.

Other reports from the assessment tool

By taking an organisational approach in using Let’s get real, managers will have access to a team report once all team members have completed a self-assessment. The team report can be used to: 

  • acknowledge team strengths 
  • inform team discussions about the knowledge and skills in the team and any priorities for development
  • inform team building.

Where multiple teams utilise the self-assessment tool, an organisational report is also available which can be used for identifying priorities as part of a workforce development plan.

Development resource examples