--- title: How to define what good looks like description: Explores how to draw on the information available to define what good looks like in your organisation image: https://blog.head-light.co.uk/hubfs/Imported_Blog_Media/StockSnap_Thumbs-up-2.jpg --- [![HeadLight-logo-from LF for website](https://blog.head-light.co.uk/hubfs/HeadLight_Sep2016/HeadLight-logo-from%20LF%20for%20website.png)](https://head-light.co.uk/) - [About Us](https://head-light.co.uk/what-makes-head-light-different/) ### [Our Clients Our clients come from industry, justice, government and not for profit sectors.](https://head-light.co.uk/our-clients/) ### [Case Studies Find out what people have said about Head Light and how we have helped.](https://blog.head-light.co.uk/case-studies) ### [Client Charter We like to be clear and upfront in how we work – and how we won’t work. 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It requires robust and secure software, solid processes and great administrators.](https://head-light.co.uk/administrator-training/) - [Our Blog](https://blog.head-light.co.uk) - [Blue Light Services](https://head-light.co.uk/blue-light-services/) ### [Blue Light User Group Sharing talent management best practice and collaborating on new features to the Talent platform.](https://head-light.co.uk/blue-light-user-group/) ### [Talent Management for Police 360, PDR and talent and succession planning for police officers and staff.](https://head-light.co.uk/talent-management-for-police-forces/) ### [Talent Management for Fire and Rescue Services 360, PDR and succession planning for fire and rescue services.](https://head-light.co.uk/talent-management-for-fire-and-rescue-services/) [TELL ME MORE](https://head-light.co.uk/contact-us/) # How to define what good looks like --- ![what does good look like](https://blog.head-light.co.uk/hs-fs/hubfs/Imported_Blog_Media/StockSnap_Thumbs-up-2.jpg?width=261&name=StockSnap_Thumbs-up-2.jpg)There's a recurring theme when talking with HR decision-makers: how to establish a common understanding and way of defining what ‘Good’ looks like for key roles in an organisation. Everyone you ask has a different opinion, and judges it differently. What do we have available to help us in this? The problem is that if we are not able to describe what good looks like in a consistent way, we'll find that: - managers may set unclear expectations about performance targets with ambiguous or unrealistic targets, and consequently get less out of their people than they are capable of. - there is variable effectiveness in hiring people; the wrong people are hired for the job and we miss out on better candidates. - people may be promoted into the wrong roles, or roles where they are lacking key competencies, most commonly managerial behaviours. - there is variable performance across the business, affecting customer perception of quality and there is no basis for continuous improvement. Some people asked will hold to a traditional view of the role, modelled on how it has always been done, some will point to individuals they consider embody good practice, some will claim to be able to recognise it when they see it but may struggle to describe the criteria they are using! If the role is changing and current practice is no longer likely to be good enough to compete effectively, how can organisations move on from ‘here’ if they can’t describe what ‘here’ is. Of course once the bar has been met, what happens? It goes up? Without at least a working description of what ‘good’ looks like, how can organisations focus their assessment, development and recruitment efforts effectively, year after year? So what are the methods we all rely on to make these decisions - and how reliable/useful are they?  Our article, which you can download after clicking on the button below, explores the most common of these methods. - Job descriptions and person specifications - The values of the organisation and the person - CVs, references and qualifications - The Policy/Process/Procedure - Interviews - Appraisal data and 360 degree review data - Psychometric test results - Case studies and success stories - Opinion You may like to read the full article by clicking below. [![Read the article  How to define 'what good looks like'](https://no-cache.hubspot.com/cta/default/2397834/5a1e4dfb-2e4e-44e2-a6a9-c878ac1326d3.png)](https://cta-redirect.hubspot.com/cta/redirect/2397834/5a1e4dfb-2e4e-44e2-a6a9-c878ac1326d3)   [Developing Competencies](https://blog.head-light.co.uk/topic/developing-competencies) ## Related posts ### [The Police Leadership Commission Report: What It Means for Your Force](https://blog.head-light.co.uk/police-leadership-commission-report-what-it-means-for-your-force) The Police Leadership Commission report sets a clear direction for policing - and it has immediate i... 23 Jul 2026 ### [Organisational Insight: evidence that organisations fail to use](https://blog.head-light.co.uk/organisational-insight-evidence-not-used) Organisational insight is one of the most underestimated assets available to HR and business leaders... 13 Jul 2026 ### [How your Workforce Intelligence platform turns data into signals](https://blog.head-light.co.uk/workforce-intelligence-platform-turns-data-into-signals) Every organisation generates data about its people continuously. 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