© 2015 SkillDirector | Privacy Policy
824 Main Street, Windermere, FL, 34786
News / Events / Blog Posts | SkillDirector

Personalized Learning

How do you communicate the link between a competency model and employee development (competency-based learning)?

shutterstock_152008088 small.jpg

To communicate the link between a competency model and development, you need to first communicate what a competency model is and does. 

A competency model defines what each person in their role needs to be able to do, specifically, in order to perform their part of corporate strategy.  It also defines what it looks like to be great in that role. 

It seems almost too natural and too obvious that once you know what people need to be able to do, if they can’t do what they need to be able to do (a skill gap), you need to have a way of teaching them.  This is employee development… and when directly mapped to the competency model, it’s competency-based learning.

For example, if one task in a competency model is “Engage the appropriate company and customer resources (systems, people, processes) to get things done better and faster”, then you want to have an activity, for example a skill practice for workflow learning, where they learn to build a project action plan that engages the required internal and external resources.

If you can talk someone through this connection at a high level, and provide them with an example, then you should be to communicate the link (and the need) between a competency model, a skill gap, and competency-based learning.

For more on how to develop competency-based learning, watch this webinar:  http://webcasts.td.org/webinar/1791

News / Events / Blog Posts | SkillDirector

How can I pursue an employee-driven development approach and track completion? Is it important to track self-directed learning?

Tracking is always an interesting question.  In the LMS, we track completions.  But what does that really tell you?  Not much.  Do you think business leaders care much about completions?  Plus, you’re mostly tracking formal learning, which leaves out 90% of how people really learn (workflow/informal learning & collaborative).

What you really want to track is the combination of: what did a person choose to pursue for professional development, did they follow through with it, and most importantly, did their skills and results change as a result?  That’s the language of business leaders.

You want to create a continuous improvement loop where you (and they) can examine these things and make regular adjustments. 

Assess your skills (how can I get to great?) →  

Review your Personalized Learning Plan →

Create a short-term Development Plan (what can I do this month or this quarter?) →

Execute the plan →

Re-assess (and repeat)

Today, if you have a lot of one-size-fits-all learning where people are assigned to participate, they may not have a lot of motivation.  With self-directed learning, people select development activities on a Personalized Learning Plan tied to skill gaps because it’s relevant to both their job and their needs.  Therefore, it has the best chance for accelerating learning transfer, assuming the activity is good. 

So track what people select (from the Personalized Learning Plan), track activity completion, and track change in skill (and results) over time.  That is the kind of tracking that will make you VALUABLE to business leaders.

News / Events / Blog Posts | SkillDirector

How Personalized Learning Drives Performance Improvement/Engagement @ ISPI

Please join us for a "How Personalized Learning Drives Performance Improvement/Engagement” at the ISPI 2018 Annual Conference on April 8 at 9:45 in Seattle with Dr. David Livingston, the Executive Director of the Health Plan Institute of Kaiser Permanente, and Jacqueline Warner, Director of Learning & Performance.

 

I'M SPEAKING - 2018_preview.png
News / Events / Blog Posts | SkillDirector

Does the application of competency models change based on industry?

Competency models describe what someone in a particular role should be able to do to perform their part of corporate strategy.  The application of competency models is how you make them actionable, and how you operationalize them. 

I’m a Mechanical Engineer.  I assess myself against the competency model for my job and identify a few skill gaps.  From my personalized learning plan (PLP), I identify what development actions I propose to take first.  My manager assesses me too – we discuss any perceptual differences and determine what I should focus on.  We review my proposed short term development plan and make any alterations.  My manager may identify a task-based mentor with whom I can work.  I start to execute the plan and my manager asks me about my progress regularly, referencing the behavioral examples in the competency model.  When I complete the items on my development plan, I re-assess myself to see what gaps remain.  And I repeat the continuous improvement process, together with my manager.

I’m a Retail Store Manager.  I assess myself against the competency model for my job and identify a few skill gaps.  The development actions (that is, the competency-based learning) in my PLP will be different than those proposed for the Mechanical Engineer, but the application is the same.

I’m a Radiology Technician.  I assess myself against the competency model for my job and identify a few skill gaps…

Well, you get the point.  The tactics may be different, the competency model will certainly be different, the environment in which people work may be different, but the application is the same. 

News / Events / Blog Posts | SkillDirector

How do you measure success with a competency model?

(Question posted by participants in recent webinars)

To measure success with a competency model, you need a baseline.  This is where employees in a role assess themselves against the competency model the first time.  Then, they need to do some development – optimally self-directed, personalized learning that they own.  Once they participate in these development opportunities (which they buy into, because they selected them based on gaps they themselves identified), they will re-assess.  In a perfect world, this is quarterly, so that they are always thinking about their own development.

When you look at the assessment data over time, and you correlate that with business metrics, you can hopefully show improvement in both skills and results over time.  What’s more, you’ll know which skills are drivers of business results.

For more, check out an ATD conference session:  M314 - The Holy Grail: Using Competency Models to Establish Learning Program Impact.  Mon, May 22 | 4:30 PM - 5:30 PM | B406

That's where we're teaming up with Jennifer Naughton from ATD, and Dr. Bill Rothwell from Penn State to show you how 3 different organizations, including ATD, applied this blueprint to measure success via competency models. 

 

News / Events / Blog Posts | SkillDirector

Webinar: Overcome learning and development disengagement with personalized learning

Join us for a free webinar on April 5, from 1 - 2pm U.S. ET, powered by InSync Training.  Register here.

Two daunting trends -- the increasing skills gap and the lack of employee engagement -- are affecting the perception of Learning & Development (L&D) in organizations. Employees, managers, and executives are becoming increasingly disengaged from the L&D department and its offerings. It's time to turn it around! See what happens when you connect competency models to skills and career development with personalized learning. 

In this webinar, you’ll learn: 

  • The three primary contributors to learning disengagement and why the existing approaches may make the problem worse
  • A new approach (that employees embrace!) to drive learning engagement
  • 3 steps to implement personalized learning in your organization

Register today!.

 

 

News / Events / Blog Posts | SkillDirector

See how the SDLE helps Santa close the skill gaps in his shop

In case you missed it, see how SkillDirector's Self-Directed Learning Engine helps Santa close the skill gaps in his shop.  No more one-size-fits-all!  The elves get competency-based personalized learning.

 

News / Events / Blog Posts | SkillDirector