Posts tagged Competency Development and Assessment
3 steps to a flexible and adaptable competency model
3 steps to a flexible and adaptable competency model

Your competency model should always be in beta.  Competency models describe what someone in a particular role should be able to do to perform their part of corporate strategy.  They paint a picture of what it looks like to be great in a job.  If your strategy is changing regularly (and I believe that for your organization to continue to survive, it will), then your competency model has to change/adapt as well.  You need to communicate to the organization that your competency models will be changing over time.  Be sure that it doesn’t take an act of Congress for these changes to be made – it has to be part of the cultural understanding that models will adapt and are never “done”.

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Competency ManagementCheryl LasseSkills Assessment, Competency Development and Assessment, Competency Model Development, Capability development and management
News / Events / Blog Posts | SkillDirector
How Competency Models Challenge Your Perception of Mentoring
How Competency Models Challenge Your Perception of Mentoring

Discover how competency modeling and task-based mentoring can help you support mentoring programs on a scale that improve your organization's bench strength. With a few people teaching the many, you can see rewards and increased engagement from your employees. Get started today!

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Competency ManagementCheryl LasseLeadership Skills, Skills Of The Future, Fourth Industrial Revolution, Learning Agility, Skills Gap, Upskill, Task-Based Mentors, Flash Mentoring, Internal Network, Breakdown Silos, Informal Learning, Learning In The Flow Of Work, Competency Development and Assessment, Competency Model Development, Employee Engagement and Empowerment, Capability development and management
News / Events / Blog Posts | SkillDirector
Why you need to start upskilling for Skills of the Future now
Why you need to start upskilling for Skills of the Future now

If the words “upskill and reskill” are bantered about by executives in your organization, that’s a big opportunity for you to demonstrate your value. And if they’re not, they should be. The World Economic Forum estimates we will need to reskill more than 1 billion people by 2030. How can you leverage this situation to demonstrate your value?

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Competency Management, Employee EngagementCheryl LasseProficiency Development Tool, Proficiency Development System, Leadership Skills, Skills Of The Future, Fourth Industrial Revolution, Learning Agility, Skills Gap, Upskill, Lifelong Learning, Development Habit, Skills Assessment, Intrinsic Motivation, Change Culture, Corporate Strategy, Business Goals, Organizational Goals, Performance Management, Performance Review, Task Examples, Business Impact, Measure Impact of Learning, Personalized Learning, Self-Directed Learning, Informal Learning, Learning In The Flow Of Work, Skill Practice, Skills Practice, 70-20-10, Competency Development and Assessment, Competency Model Development, Employee Engagement and Empowerment, Capability development and management
News / Events / Blog Posts | SkillDirector
3 steps to maximize learner engagement & accelerate learning transfer
3 steps to maximize learner engagement & accelerate learning transfer

If you ensure that you only create competency-based learning for a role, you will never again create learning that doesn’t transfer.  If you use a competency assessment tool that personalizes learning for each person, you will maximize learner engagement, accelerate learning transfer, and you WILL be able to measure the positive impact on skills and business results.

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Competency-Based LearningCheryl LasseSkills Of The Future, Fourth Industrial Revolution, Learning Agility, Skills Gap, Upskill, Development Habit, Skills Assessment, Intrinsic Motivation, Corporate Strategy, Personalized Learning, Self-Directed Learning, Task Examples, Competency Development and Assessment, Competency Model Development, Employee Engagement and Empowerment, Capability development and management
News / Events / Blog Posts | SkillDirector
3 Ways to address learning levels in competency models
3 Ways to address learning levels in competency models

Now you have a model that people can easily assess against for both upskilling in their current job and also reskilling to learn a new role (career planning and workforce agility). It will define any skill gaps and tell them exactly what learning level of activity they need to develop. It will make them self-sufficient and able to capitalize on intrinsic motivation and a growth mindset. And it tells you exactly what learning content you need to close your organizational skill gaps and position it for future success.

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Competency ManagementCheryl LasseProficiency Development Tool, Proficiency Development System, Empowerment System, self skills assessment, what is a competency model, job competency, job competency model, sales skills inventory, skills analysis models, Leadership Skills, ISO compliance, ISO 9001:2015 clause 7.2, Skills Of The Future, Fourth Industrial Revolution, Learning Agility, Skills Gap, Upskill, Lifelong Learning, Development Habit, learning versus training, Skills Assessment, Knowledge Assessment, Knowledge Capture, Intrinsic Motivation, Change Culture, Task-Based Mentors, Flash Mentoring, Internal Network, Breakdown Silos, Coaching, Corporate Strategy, Business Goals, Organizational Goals, Performance Management, Performance Review, Task Examples, Rapid Job Analysis Workshop, Business Impact, Measure Impact of Learning, Personalized Learning, Self-Directed Learning, Informal Learning, Experiential Learning, Learning In The Flow Of Work, Skill Practice, Skills Practice, 70-20-10, how to create a skills inventory, sales training programs, sales leadership training soft skills courses, Competency Development and Assessment, Competency Model Development, Employee Engagement and Empowerment, Career development and planning, Capability development and management
News / Events / Blog Posts | SkillDirector
3 Steps to create a results-oriented competency model
3 Steps to create a results-oriented competency model

A competency model should reflect business values. The tasks and skills in the model define what that individual needs to do to be successful. If your organization values customer focus above all else, then it is likely that every job in the company will have some skill in their model that reflects internal or customer focus.

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Competency ManagementCheryl LasseCorporate Strategy, Upskill, Skills Gap, Skills Of The Future, Fourth Industrial Revolution, Learning Agility, Task Examples, Competency Development and Assessment, Competency Model Development, Competency Model
News / Events / Blog Posts | SkillDirector
Use competency models to drive development across all generations
Use competency models to drive development across all generations

In our experience, using competency models to drive intrinsic motivation for professional development works for everyone. If you look at Dan Pink’s research in DRIVE, it is a human characteristic to be motivated to mastery. It’s why we work on our golf game or learn musical instruments for fun. It’s why open source software and Wikipedia exist.

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Competency ManagementCheryl LasseSkills Gap, Self-Assessment, Self-Directed Learning, Competency Development and Assessment, Competency Model Development, Career development and planning, Capability development and management
News / Events / Blog Posts | SkillDirector
Expertise as currency & reskilling at scale
Expertise as currency & reskilling at scale

Skills, and how fast employees and companies can learn, are quickly becoming the competitive advantage — and the biggest risk. This is why 80 percent of executives say they are worried about the availability of key skills when it comes to competing in the future. (PwC 21st Annual Global CEO Survey, 2018) And this is why talent development centered on skills and experiences needs to be a priority for us all.

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Employee EngagementCheryl LasseLeadership Skills, Skills Of The Future, Fourth Industrial Revolution, Learning Agility, Skills Gap, Upskill, Development Habit, Skills Assessment, Change Culture, Corporate Strategy, Personalized Learning, Self-Directed Learning, Informal Learning, Learning In The Flow Of Work, Skill Practice, Skills Practice, Competency Development and Assessment, Competency Model Development, Employee Engagement and Empowerment, Career development and planning, Capability development and management, Culture Of Learning
News / Events / Blog Posts | SkillDirector