Posts in Employee Engagement
How do you deal with “one-off” competency models?

Someone told me that they are about to begin competency modeling, but have a number of “one-off” roles – those with only one person in the role – and wanted to know how to handle them?

Well, people in those roles need competency models too.  There are 2 approaches we recommend.

If this role is fairly common, (e.g., an Accounts Receivable Specialist) it is easiest to use a standard competency model.  A good standard competency model will cover the tasks well, provide you with applicable behavioral examples, and a target level of proficiency.  While you may require a different level in your organization, or even slightly altered behaviors, it’s easy to make those small modifications.  We provide the model (tasks/skills, behavioral examples, target level) to customers in a template, and the individual and their manager spend about 1-2 hours reviewing and tailoring the model.  Their completed model then gets uploaded into the competency assessment system.  The cool part about this process is that if you have a bunch of one-off roles, all the reviewing and tailoring can be done concurrently without you.  So if you have 2 one-off roles or 20 one-off roles, it takes the same number of calendar days.

If this role is not common, then you need to determine if it’s worth building a model from scratch, using the process described in the ATD webinar and materials (here, participants include only that individual and their manager), OR you may find that there are tasks they do that are in other models, and you can piece together a new model from other models.  This is a similar approach that you’d do if it were a new role and there are no high performers.  That is, you determine what a role SHOULD be doing, and see if you have those tasks (with behaviors) in your competency inventory.  Then, similar to the standard model process, the individual and their manager would pick the target level of proficiency.

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.

 

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News / Events / Blog Posts | SkillDirector
How do you get people bought into the idea that training is beneficial?

One person in a recent webinar asked, “How do you get people bought into the idea that training is beneficial? Our employees hate training and would rather not participate. “

THIS is exactly what competency-based, self-directed learning is designed to overcome.  Why do you think your employees hate training?  Most likely, it’s because they are told to do it – they are not identifying the need for training themselves.  This is adult learning theory, right?  If it’s not relevant to my job and relevant to my needs, I’m going to tune out. 

How do we make it relevant?  Have them self-assess against the competency model for their job, and recommend activities that are targeted to skill gaps, or areas in which they want to improve aspirationally.  Then, they buy into it.  Then, they will embrace training because they own it.

 

News / Events / Blog Posts | SkillDirector
How do we motivate employees to take charge of their development? How do we hold them accountable?

(Question posted by participants in recent webinars)

This is an easy one.  Stop doing it FOR them.  Stop doing learning TO them. Stop dragging people to what YOU think they should do.  They then have 2 choices:  own their development, focusing on what they want and need, with the tools they have for doing it.  Or get passed by for promotions, and maybe even keeping the job, if they don’t have the skills (which are probably changing) and keep up. If they don’t do it, someone else will.  They either want to grow, or they don’t.

You can’t change the motivation of a complacent employee.  Only they can do that.  But if everyone around you becomes more engaged and learning new things, and having better conversations with their manager, and getting new challenges or even new positions, and you’re not… well, maybe that will change their intrinsic motivation. 

If they are close to retirement, and they lack the motivation to learn something new, make them a lead player in knowledge transfer and in being a task-based mentor to others.  Have others shadow them.

Another technique is to embed development into everyday work.  If the only things you offer are formal learning, including eLearning, you’re going to lose a lot of people who don’t respond to it.  Workflow and social learning are two of the ways millennials happen to learn best.  When I say workflow or experiential, these are job aids, check lists, skill practices (which we think work great), and performance support.  In other words, “help me learn while I’m doing the thing I need to do.“

News / Events / Blog Posts | SkillDirector
How do you get stakeholders to agree to use competency models?

(Question posted by participants in recent webinars)

To get stakeholders to agree to use competency models, you need them to tell the story of skill gaps and engagement.  Today, it would be hard for a leader not to recognize that both are challenges they face.  Competency models can fix both. 

In order to know what gaps exist and to be able to measure improvement, you need a baseline.  A competency model will give that to you.

You’ll need to provide them with data.  In a recent ATD webinar (Why employees taking charge of their learning is good for you), we provided a lot of data points that can drive the point home.  There is a new social contract between employees and employers that competency models support, and which drive development and career planning – the key to acquisition and retention.  We also have 3 white papers that point to competency models being a logical solution to a problem they know they have.  (Overcoming Learning Disengagement, Why Employees Taking Charge Is Good For You, and A Competency Model Is The Roadmap To Greatness).

We recommend starting with a business unit or a department that is culturally accepting of this approach, and then leverage that success.  Compare the data points (from the above sources) with your own attrition rates, exit interview results, and engagement surveys.  The most commonly heard conclusion from that aggregated data is, “if we don’t start focusing more on development, people are going to leave.”  When you compare the cost of replacing people, the impact on creativity and innovation, and what turnover does to competitive advantage, you can’t afford not to try something different.

 

News / Events / Blog Posts | SkillDirector
Why Employees Taking Charge Is Good For You

Following the ATD webinar by the same name, we've got a new white paper you can download with all the research.  

It shows that today’s employees have expectations for self-directed learning, ongoing development, and rapid career growth.  It explains the impact of the new social contract between employees and employers on Learning and Development (L&D) organizations.

Specifically, it addresses: 

  • Why it is good for the employees and good for L&D when employees take control of their own development
  • The challenges that limit an employee’s ability to own their development
  • How L&D can create an environment that overcomes these challenges

Download it now.

 

News / Events / Blog Posts | SkillDirector
Why Employees Taking Charge Of Their Learning Is Good For You

I hear the same thing over and over again. “Our last few engagement studies have all identified the same thing – if we don’t start focusing more on development, people are going to leave.” 

Never has this been truer.  The social contract between employers and employees has changed.  No longer do employees expect a paycheck and lifetime employment.  They expect an engaging workplace, where they can own their development through self-directed learning, and the ability to control career growth and opportunities.

“Research clearly shows that when employees feel empowered and have a sense of ownership for their jobs, their engagement is significantly higher. “ (Bersin, Deloitte Global Human Capital Trends 2016)  And engagement is a key metric for predicting organizational success.

What’s more, according to the same Deloitte study, employees expect dynamic, self-directed, continuous learning opportunities from their employers. And yet, many learning and development organizations are still struggling with traditional learning approaches and systems that think of learning and development as something you do “to” employees.

More progressive organizations are leaning into this trend.  Great managers think of their roles as developing people first – and that corporate objectives are achieved through this development, not by resisting it.  I’m always astonished when I hear managers say, “I simply don’t have time to develop my team.”  What do they think their job is?

So how do you lean into this trend? 

  • Stop tracking completions
  • Stop dragging people to what you think they should do
  • Start focusing on what they need and want
  • Become a provider of tools and best practices
  • Promote learning as a continuous process, rather than an event

As a result, you will create pull vs. push.  You will empower the very dynamic that people want – to own their development.  And when they want to do that, and they actively take steps to do so, your goal, developing and retaining talent, will be met.  And that’s why it’s good for you.

Want to learn how to lean into this trend? 

Check out the webinar “Why Employees Taking Charge Of Their Development Is Good For You”, July 14, 2016 at 1pm Eastern time.

 

Also at https://www.td.org/Publications/Blogs/Career-Development-Blog/2016/06/Why-Employees-Taking-Charge-of-Their-Learning-Is-Good-for-You

 

News / Events / Blog Posts | SkillDirector
ATD Webinar: Why Employees Taking Charge of Their Learning is Good For You

Register now!  This is a free ATD webinar on Thursday, July 14, 2016 at 1:00 p.m. Eastern Time.

There is a new social contract between employers and employees. Employees expect:

  • Rapid career growth
  • An engaging workplace
  • Self-directed learning

Millennials have grown up with self-directed learning. They realize that learning leads to higher earnings, and they want to take charge. What does this mean for you? You’d better have systems that give Millennials more of a voice and a choice in their learning journeys through self-direction and empowerment. If you don’t, they’ll go elsewhere.

If your organization is like the 92 percent of respondents in Deloitte’s Global Human Capital Trends 2016 study, your leaders are trying to redesign the organization to increase employee engagement and create a stronger learning culture. This webcast will help you meet those goals. You’ll learn how to:

  • Provide employees with tools that promote rapid career growth.
  • Empower and engage employees with self-directed learning. 

Register now.  It's free!  Even if you can't attend, you'll be provided with a link to view it later.

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