What is a competency model/capability framework?

A competency model (or capability framework) focuses on what tasks/skills are critical to success in the role, what it looks like to be great at those tasks/skills, and what people should be able to DO with the required knowledge. While a skill could be “Demonstrate knowledge of [something]”, it’s even better to describe the purpose of demonstrating that knowledge.

Consider that the purpose of the competency model is to help people become aware of their capability as it compares to the expectations of the role. This acknowledgement will intrinsically motivate them to higher levels of mastery. And that will drive their desire to act with personalized, competency-based learning. So you need to frame the skills in the competency model in way that facilitates this flow. “Demonstrate knowledge of [something]” doesn’t motivate you to do that.

Note that research from Tasha Eurich, an organizational psychologist and author, has found in her research that although nearly 90 percent of people believe they are self-aware, less than 15 percent of us actually are.

Convert required knowledge to skills in a competency framework

Here are some examples of converting required knowledge into a skill that would be a part of a competency framework facilitating skill assessment.

Knowledge required: export control procedures, regulations and documentation

Skill: Apply proper export control procedures to shipments

You can’t do the skill unless you have the knowledge.

Knowledge required: solution components

Skill: Serve as a customer’s solution consultant in order to maximize solution impact

You can’t do the skill unless you demonstrate knowledge of the solution components. Your level of proficiency is determined by your level of knowledge, along with other behaviors, such as the ability to communicate at the appropriate level.

Knowledge required: XYZ technology

Skill: Write software code with XYZ technology

The level of proficiency with which you write code depends on that knowledge – coding simple functions, writing complex functions, or troubleshooting the code of others.

Knowledge required: Product ABC

Skill: Apply knowledge of Product ABC to sales activities

You can do that by properly articulating product configuration options, detailed business case development, proper competitive positioning, and explaining how the product will help customers adjust to future trends.

By writing your capability framework and associated rubric (behavioral examples) in this way, you can use the competency modeling process to achieve your overall AAA objectives:

• Make them aware of their capability

• Have them acknowledge where they are relative to the expectation

• Motivate them to act to improve their skill

And that creates a culture of learning.

With the speed of change in this fourth industrial revolution, and the exponential growth of skill gaps, there has never been a better time to ensure you build a competency model in a way that closes skill gaps and drives a learning culture.

Knowledge is an enabler of skill

So in summary, knowledge is an enabler of skill in a competency model.

It’s not the knowledge itself that is important, it’s what you can do DO with that knowledge that counts.