If you motivate someone to be great in their job, and the competency model defines what they need to be able to do in order to perform their part of corporate strategy, then by default, using competency models will drive the organization’s mission, even if they are not motivated by the mission itself.
Read MoreOne-time reskilling and upskilling efforts will not be sufficient to deal with transformations in the long-term. Companies and their ecosystems need to build a culture of life-long learning which allows employees to continuously improve their competencies. – World Economic Forum
Read MoreWith skill gaps growing, keeping good people is paramount to success. Competency models enable people to assess their capabilities for the job they want next so they can upskill and be ready for it.
Read MoreWe believe that this perceptual gap is the single biggest obstacle you face with success in your role. You can’t fix a problem you don’t know you have.
Read MoreSelf-awareness is the key to action. When people think they are prepared, but don’t really have the required proficiency, they remain frustrated by career growth, yet relatively unmotivated to take the right action.
Read MoreHow many people come to you who have studied in your institution, (probably investing a lot of money in it), worked hard, and are now at risk? Or can’t get a job at all? How many more of them are out there? A Georgetown University study says 6.2% of all alumni. If that is true, do the math and you can see how big this storm might actually be for you.
Read MoreDuring our Rapid JTA Workshop, once we identify the skills that should part of the model, we ask top performers the important question, "what did you do to learn how to do this?" to identify their most valuable learning experiences. Once they are captured, our customers have the recipe to create similar experiences so non-top performers can try them.
Read MoreThe measure of success for an institution of higher education is the number of people they can put into jobs post-graduation. Using competency models tied to post-graduation roles to drive a successful person-job match can significantly improve success and close the gap in preparedness.
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