If you have a competency model or capability framework, and you’re ready to make it actionable, use these 3 steps to see if it needs to be simplified.
Is it easy to consume? Do you have to read then re-read each statement to know what it means? Or is it easy to read in the language of the people using it? Too often, competency models are too academic. It looks impressive, but the model itself cannot easily be consumed by the end user. It should read as they speak.
Is it too much? The most successful capability models have between 15 – 30 tasks, a reasonable number to assess against. A competency model should describe what “great” looks like focused on what is most critical to success – not be a complete list of everything they do.
Are they really tasks? Once you remove those not critical to success, see if you have some tasks that are really behavioral examples of other tasks. If you can’t come up with behavioral examples (what it looks like to do that task at various levels of proficiency), then it’s a behavioral example of something else. (E.g., you don’t attend meetings well, rather actively participating in meetings might be an example of “Collaborate within and across functional teams”). That is, tasks should list WHAT you do, and the examples describe HOW you do it.
Follow these simplification steps and you’ll maximum use and adoption of your competency model.