Attitudes and values for personal development — City & Guilds Limited Other Vocational Qualification Employability & Work Skills Revision

    This topic explores the importance of personal attitudes and values for personal development and how to identify and develop personal strengths.

    Topic Synopsis

    This topic explores the importance of personal attitudes and values for personal development and how to identify and develop personal strengths.

    Key Concepts & Core Principles

    Exam Tips & Revision Strategies

    Common Misconceptions & Mistakes to Avoid

    Examiner Marking Points

    Attitudes and values for personal development

    CITY & GUILDS LIMITED
    vocational

    This element explores how personal attitudes and values shape workplace behaviour, professional relationships, and career progression. Learners will examine the practical significance of positive mindsets and ethical standards, then identify methods for building on their own strengths through reflection, feedback, and targeted actions.

    21
    Learning Outcomes
    42
    Assessment Guidance
    45
    Key Skills
    22
    Key Terms
    46
    Assessment Criteria

    Assessment criteria

    City & Guilds Entry Level Award in Employability Skills (Entry 3)
    City & Guilds Entry Level Introductory Award in Employability Skills (Entry 3)
    City & Guilds Entry Level Extended Award in Employability Skills (Entry 2)
    City & Guilds Entry Level Certificate in Employability Skills (Entry 2)
    City & Guilds Level 1 Certificate for Skills for Working in the Retail Industry
    City & Guilds Entry Level Extended Award in Employability Skills (Entry 3)
    City & Guilds Entry Level Certificate in Employability Skills (Entry 3)
    City & Guilds Entry Level Diploma in Employability Skills (Entry 3)
    City & Guilds Entry Level Extended Certificate in Employability Skills (Entry 3)
    City & Guilds Level 1 Extended Certificate in Employability Skills
    City & Guilds Level 1 Certificate in Employability Skills
    City & Guilds Level 1 Diploma in Employability Skills
    City & Guilds Level 1 Extended Award in Employability Skills

    Topic Overview

    The City & Guilds Entry Level Extended Certificate in Employability Skills (Entry 3) is designed to equip students with the fundamental skills needed to succeed in the workplace. This qualification covers key areas such as communication, teamwork, problem-solving, and self-management, all of which are essential for gaining and maintaining employment. By completing this certificate, students will develop a solid foundation in employability skills that are valued by employers across various industries.

    This qualification is particularly important for students who are preparing to enter the workforce or progress to further study. It provides practical, hands-on learning experiences that help students understand workplace expectations and build confidence in their abilities. The course is structured around real-world scenarios, allowing students to apply their skills in contexts they will encounter in employment, such as working in a team, following instructions, and managing their time effectively.

    Within the wider subject of Employability & Work Skills, this certificate serves as a stepping stone for students to develop the competencies required for entry-level roles. It aligns with the UK government's focus on skills development and employability, ensuring that students are better prepared for the demands of the modern workplace. By achieving this qualification, students demonstrate their readiness to take on work-related responsibilities and contribute positively to an employer's organisation.

    Key Concepts

    Core ideas you must understand for this topic

    • →Communication: Understanding how to listen actively, speak clearly, and use appropriate body language in a work setting.
    • →Teamwork: Working collaboratively with others, sharing tasks, and respecting different roles within a team.
    • →Problem-solving: Identifying simple problems, thinking of possible solutions, and choosing the best one to resolve issues.
    • →Self-management: Organising your own work, meeting deadlines, and taking responsibility for your actions.
    • →Health and safety: Recognising common workplace hazards and following basic safety procedures to prevent accidents.

    Learning Objectives

    What you need to know and understand

    • Understand the importance of personal attitudes and values, Understand how to develop personal strengths
    • Understand the importance of personal attitudes and values, Understand how to develop personal strengths
    • Understand the importance of personal attitudes and values, Understand how to develop personal strengths
    • Understand the importance of personal attitudes and values, Understand how to develop personal strengths
    • Understand the importance of personal attitudes and values, Understand how to develop personal strengths
    • Understand the importance of personal attitudes and values, Understand how to develop personal strengths
    • Identify personal attitudes and explain how they influence behaviour in everyday situations.
    • Describe own core values and evaluate how they shape decision-making and interactions with others.
    • Conduct a self-assessment to recognise personal strengths and areas for improvement.
    • Set specific, measurable personal development goals aimed at enhancing employability skills.
    • Apply reflective techniques to monitor progress and adjust personal development plans accordingly.
    • Demonstrate how a positive attitude and strong work ethic contribute to successful teamwork and task completion.
    • Understand the importance of personal attitudes and values, Understand how to develop personal strengths
    • Understand the importance of personal attitudes and values, Understand how to develop personal strengths
    • Understand the importance of personal attitudes and values, Understand how to develop personal strengths
    • Understand the importance of personal attitudes and values, Understand how to develop personal strengths
    • Understand the importance of personal attitudes and values, Understand how to develop personal strengths
    • Explain the importance of personal attitudes and values in a work context
    • Describe methods for identifying personal strengths and areas for development
    • Apply self-assessment techniques to evaluate own attitudes and values
    • Create a personal development plan to build on identified strengths

    Assessment Criteria

    Key criteria assessors look for in your portfolio

    • Award credit for clearly describing at least one personal attitude (e.g. reliability, respect) and one personal value (e.g. honesty, fairness) with a specific workplace benefit.
    • Award credit for identifying a personal strength and outlining a realistic, step-by-step plan to develop it further, referencing activities like volunteering, feedback, or practice.
    • Award credit for providing concrete examples that link a chosen attitude or value to improved team performance or customer satisfaction in a work context.
    • Award credit for demonstrating an understanding of the link between personal attitudes/values and workplace behaviour.
    • Award credit for identifying specific personal strengths and providing a realistic plan for developing them.
    • Award credit for reflecting on how personal values influence decision-making and relationships in a work context.
    • Award credit for giving examples of positive attitudes (e.g., punctuality, cooperation) and explaining their impact on employability.
    • Award credit for clearly stating at least two personal attitudes or values and explaining how they affect behaviour.
    • Look for evidence of self-reflection, such as identifying a personal strength and describing a situation where it was used.
    • Assess understanding of development by checking if learner outlines a simple step to improve a chosen strength.
    • Award credit for clearly identifying a personal attitude (e.g., positivity, respect) and linking it to a positive workplace behaviour.
    • Award credit for providing a simple example of how a personal value influences decision-making in a work scenario.
    • Award credit for demonstrating an understanding of the process of developing a personal strength, such as naming a strength and outlining a basic plan to improve it.
    • Award credit for showing self-awareness by stating at least one personal strength and one area for development relevant to employability.
    • Award credit for demonstrating an understanding of at least two personal attitudes (e.g., punctuality, positive mindset) and explaining their impact on retail customer service.
    • Evidence of self-assessment: learner identifies at least one personal strength relevant to a retail role (e.g., communication, teamwork) with a simple example.
    • Development plan: learner outlines a basic action plan to improve a chosen strength, including a realistic timescale and simple activities (e.g., practising active listening during a team meeting).
    • Award credit for clearly describing how a specific personal attitude (e.g., motivation, honesty) can impact job performance.
    • Look for evidence that the learner has identified at least two personal strengths and described a realistic plan to develop one of them.
    • Acceptable evidence includes a self-assessment, journal entry, or recorded verbal discussion that demonstrates understanding of how attitudes influence relationships at work.
    • Award credit for providing concrete, personal examples that link attitudes to specific behaviours or outcomes.
    • Look for evidence of genuine self-reflection, such as journal entries or logs that show depth of thought rather than superficial comments.
    • Credit should be given when the learner identifies at least two personal strengths with clear explanations of how they are used in a practical context.
    • In development plans, check that goals are SMART (Specific, Measurable, Achievable, Relevant, Time-bound) and directly tied to identified areas for growth.
    • Expect learners to demonstrate understanding of how a positive mindset can influence their approach to challenges and feedback.
    • Award credit for providing specific examples of how a positive attitude led to a successful outcome in a personal or simulated work context.
    • Demonstrate ability to list at least three personal strengths and explain how each could be applied in a workplace setting.
    • Outline a simple plan for developing one identified weakness using SMART goals.
    • Show understanding of the link between personal values (e.g., honesty, respect) and professional conduct.
    • Explains how attitudes and values influence personal development.
    • Identifies own personal strengths and areas for improvement.
    • Describes strategies to develop personal strengths.
    • Lists benefits of positive attitudes in the workplace.
    • Award credit for demonstrating clear understanding of how positive attitudes (e.g., resilience, integrity) contribute to team dynamics and task completion.
    • Look for evidence that the learner can identify personal values and provide workplace-relevant examples of how these values influence decision-making.
    • Expect the learner to produce a personal development plan that identifies at least two strengths and outlines specific, measurable actions for improvement.
    • Award credit for demonstrating a clear understanding of the difference between attitudes and values, supported by personal examples relevant to an employment context.
    • Expect evidence of the learner's ability to identify at least two personal strengths and articulate a plan for developing each, linking to specific workplace scenarios.
    • Credit should be given for reflective accounts that show how personal attitudes have been adapted to meet team or organisational goals, with concrete instances.
    • Award credit for clearly describing how a positive attitude can improve teamwork and communication in a work setting.
    • Award credit for identifying at least two personal strengths and linking them to potential job roles or tasks.
    • Award credit for outlining a simple, realistic plan for developing a chosen personal strength, including actions and timescales.
    • Award credit for explaining how personal values influence career choices and workplace behavior.
    • Award credit for clear examples of how a positive attitude can benefit teamworking and customer service
    • Look for evidence of honest self-reflection, including both strengths and weaknesses
    • Accept well-reasoned links between personal values and professional conduct

    Assessment Guidance

    Guidance for achieving higher grades

    • 💡In written tasks or discussions, always connect your attitude or strength to a real work situation—use the STAR method (Situation, Task, Action, Result) to structure evidence.
    • 💡When demonstrating how to develop a strength, specify who, what, when, and how; e.g. 'I will ask my supervisor for weekly feedback on my communication and practice by leading the team briefing.'
    • 💡Always connect personal values to real or simulated workplace scenarios to demonstrate practical application in assessments.
    • 💡Use a structured reflection model (e.g., What? So What? Now What?) when discussing personal strengths development.
    • 💡Provide specific, measurable actions for developing strengths, avoiding vague intentions (e.g., 'I will practise active listening by summarising what others say in team meetings').
    • 💡Cite examples of both positive and negative impacts of attitudes on employability to show depth of understanding.
    • 💡Use specific, real-life examples from school, home, or work experience to illustrate your attitudes and values.
    • 💡Create a simple action plan: identify a strength, say why it's important, and list one way to get better at it.
    • 💡When explaining the importance of attitudes, link them to employer expectations like reliability or teamwork.
    • 💡When compiling evidence, use real-life examples from work placements or group activities to illustrate your attitudes and values in action.
    • 💡To demonstrate understanding of developing strengths, include a simple personal development plan with one specific, measurable goal.
    • 💡In discussions or written tasks, always link your personal attitudes to their impact on work performance and team dynamics.
    • 💡Reflect honestly on feedback from peers or supervisors, showing how you use it to improve your attitude or develop a strength.
    • 💡When writing about personal attitudes, always provide a specific retail example (e.g., 'I showed patience by calmly helping a customer who took a long time choosing products').
    • 💡Use a simple reflective log template to record progress against development goals, as this demonstrates ongoing self-assessment.
    • 💡Refer directly to the job role you are training for (e.g., sales assistant) and the employer’s expectations when discussing values.
    • 💡When providing evidence, use real-life examples from volunteering, hobbies, or social situations, not just hypothetical ones.
    • 💡In any written or oral evidence, clearly link each strength to a work-related scenario.
    • 💡Ensure any development plan includes specific, measurable steps, not vague intentions.
    • 💡Always support your answers with personal, real-world examples to demonstrate authentic understanding and application.
    • 💡Keep a reflective diary throughout the course to capture ongoing development, which can be used as portfolio evidence.
    • 💡Use a template or framework like SWOT (Strengths, Weaknesses, Opportunities, Threats) to structure your self-assessment and show a methodical approach.
    • 💡Regularly review and update your personal development plan, and note the reasons for any changes to show progression and adaptability.
    • 💡When discussing values, explicitly connect them to workplace scenarios, such as honesty in handling customer complaints or respect in teamwork.
    • 💡Use real-life examples from school, volunteering, or hobbies to illustrate how your attitude made a difference.
    • 💡Keep a reflective diary of situations where your attitude positively or negatively impacted an outcome.
    • 💡Before submission, check that you have matched each learning outcome to a specific piece of evidence in your portfolio.
    • 💡When discussing values, connect them to workplace scenarios, such as teamwork or customer service, to show practical understanding.
    • 💡Use self-reflection to identify personal strengths.
    • 💡Link attitudes to employability and teamwork.
    • 💡Suggest practical development activities like goal setting.
    • 💡Use the STAR method (Situation, Task, Action, Result) to structure reflections on personal strengths and attitudes.
    • 💡In portfolio evidence, explicitly reference the assessment criteria and include concrete workplace examples, even if simulated.
    • 💡For developmental plans, ensure goals are SMART (Specific, Measurable, Achievable, Relevant, Time-bound) to meet vocational standards.
    • 💡To achieve the criteria, ensure your portfolio includes a self-assessment tool or questionnaire that identifies your attitudes and values, accompanied by a written reflection.
    • 💡When demonstrating how to develop strengths, set SMART goals (Specific, Measurable, Achievable, Relevant, Time-bound) and provide evidence of progress, such as feedback from peers or mentors.
    • 💡Use a structured framework like SWOT (Strengths, Weaknesses, Opportunities, Threats) to analyse your attitudes and values systematically.
    • 💡When writing reflective accounts, always link your attitudes to employability outcomes, such as reliability or adaptability in the workplace.
    • 💡Keep a personal development journal or log as evidence; dated entries show progressive self-awareness and commitment.
    • 💡Practice giving and receiving constructive feedback with peers—it strengthens your ability to evaluate attitudes objectively.
    • 💡Use specific, real-life examples from work experience or volunteering to demonstrate understanding
    • 💡Always link personal development goals to improved employability outcomes, such as better communication or teamwork
    • 💡When answering questions about teamwork, use specific examples from your own experiences, such as a group project or sports team. This shows you can apply the concept in real life.
    • 💡For communication tasks, remember that non-verbal cues like eye contact and nodding are just as important as what you say. Practice these in role-plays to demonstrate active listening.
    • 💡In problem-solving questions, always explain your reasoning step by step. Even if your solution isn't perfect, showing a logical process can earn you marks.

    Common Mistakes

    Common errors to avoid in your coursework

    • Confusing attitudes (which are learned responses) with personality traits (innate characteristics), leading to vague examples.
    • Failing to distinguish between personal values and organisational values, giving generic statements instead of reflecting on individual principles.
    • Listing strengths without explaining how to develop them, merely stating current abilities rather than demonstrating a growth plan.
    • Confusing attitudes with skills, failing to distinguish between internal mindsets and practical abilities.
    • Listing strengths without explaining how to develop them, thus not fully addressing the second learning objective.
    • Overgeneralising values without linking them to specific work scenarios (e.g., stating 'honesty' without contextualising its application).
    • Assuming attitudes are fixed and cannot be changed, which contradicts the concept of personal development.
    • Confusing personal values with skills or qualifications.
    • Providing generic examples without personal relevance (e.g., 'I am hardworking' without evidence).
    • Assuming attitudes are fixed and cannot be changed or developed.
    • Learners often confuse attitudes (how one behaves) with skills (what one can do), failing to see that attitudes underpin behaviour.
    • A common mistake is describing a strength without connecting it to how it can be developed or applied, missing the developmental aspect.
    • Learners may list generic positive traits without reflecting on their own personal attitudes or values, lacking self-assessment.
    • Assuming that personal development is solely about fixing weaknesses, rather than building on strengths.
    • Confusing personal attitudes (e.g., being friendly) with technical skills (e.g., operating a till).
    • Failing to link personal values to real retail scenarios; for instance, saying 'honesty is important' without giving a workplace example like handling cash correctly.
    • Setting vague or unrealistic development goals, such as 'become more confident' without specifying small, measurable steps.
    • Thinking that personal strengths cannot be developed—they are innate.
    • Confusing attitudes (e.g., being positive) with skills (e.g., being good at maths).
    • Assuming that values are the same for everyone and not recognising how they affect behaviour.
    • Confusing personal values with goals or skills, leading to generic statements like 'I want to get a job' rather than underlying principles.
    • Providing vague or unsubstantiated reflections without real-life examples, e.g. stating 'I have a good attitude' with no evidence.
    • Setting unrealistic or non-specific development goals, such as 'be better at everything', which cannot be effectively assessed or tracked.
    • Failing to link attitudes and values to employability contexts, treating the topic as purely theoretical without practical workplace application.
    • Overlooking the importance of feedback from others in shaping self-awareness, leading to one-dimensional self-assessments.
    • Confusing attitudes with skills or qualifications, leading to a lack of focus on mindset in reflections.
    • Failing to differentiate between personal values and employer expectations, resulting in unrealistic self-assessment.
    • Assuming that all personal strengths are fixed traits and cannot be improved through effort.
    • Neglecting to provide concrete, real-life evidence of self-reflection in portfolio tasks.
    • Confusing attitudes with skills.
    • Failing to provide specific examples of strengths.
    • Overlooking the impact of values on behaviour.
    • Confusing attitudes with skills; learners may list skills instead of discussing underlying mindsets.
    • Failing to link personal values to professional contexts, offering only abstract or generic statements.
    • Assuming strengths are fixed traits rather than areas for deliberate development.
    • Failing to distinguish between attitudes (behavioural tendencies) and values (core beliefs), leading to superficial analysis.
    • Assuming that personal strengths are fixed and cannot be developed, rather than viewing them as areas for growth.
    • Overlooking the impact of negative attitudes on team dynamics and job performance when providing examples.
    • Confusing attitudes with skills, leading to vague self- assessments that do not distinguish between capability and mindset.
    • Listing strengths without justification, failing to provide specific examples or evidence from real-life situations.
    • Assuming that personal values are static and not recognising that they can evolve through reflection and experience.
    • Overlooking the need for external feedback, resulting in a biased or incomplete understanding of personal development areas.
    • Confusing attitudes with skills – for example, listing technical abilities instead of soft attributes like punctuality or optimism
    • Producing a personal development plan with no measurable actions or review points
    • Claiming to have no weaknesses or failing to recognise the impact of attitudes on others
    • Misconception: Employability skills are only about getting a job. Correction: While these skills help you get a job, they are also crucial for keeping a job and progressing in your career. Employers value employees who can communicate well, work in a team, and solve problems on a daily basis.
    • Misconception: Teamwork means everyone does the same thing. Correction: Effective teamwork involves each person contributing their unique strengths and skills. It's about dividing tasks based on abilities and supporting each other to achieve a common goal.
    • Misconception: Problem-solving is only for managers. Correction: Everyone in the workplace encounters problems, from small daily issues to larger challenges. Learning to solve problems independently shows initiative and can make you a more valuable employee.

    Frequently Asked Questions

    Common questions students ask about this topic

    Before You Start

    Prior knowledge that will help with this topic

    • •Basic literacy and numeracy skills at Entry 2 level or equivalent.
    • •Familiarity with following simple instructions and completing tasks with support.

    Key Terminology

    Essential terms to know

    • Understand the importance of personal attitudes and values, Understand how to develop personal strengths
    • Understand the importance of personal attitudes and values, Understand how to develop personal strengths
    • Understand the importance of personal attitudes and values, Understand how to develop personal strengths
    • Understand the importance of personal attitudes and values, Understand how to develop personal strengths
    • Understand the importance of personal attitudes and values, Understand how to develop personal strengths
    • Understand the importance of personal attitudes and values, Understand how to develop personal strengths
    • Self-awareness and reflection
    • Positive mindset and motivation
    • Personal value systems
    • Strengths identification and development
    • Goal setting for personal growth
    • Adaptability and resilience
    • Understand the importance of personal attitudes and values, Understand how to develop personal strengths
    • Understand the importance of personal attitudes and values, Understand how to develop personal strengths
    • Understand the importance of personal attitudes and values, Understand how to develop personal strengths
    • Understand the importance of personal attitudes and values, Understand how to develop personal strengths
    • Understand the importance of personal attitudes and values, Understand how to develop personal strengths
    • Self-awareness and reflection
    • Aligning personal values with workplace norms
    • Resilience and positive mindset
    • Strengths identification and development
    • Goal-setting for self-improvement

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