There are 3 best practices that ensure you can adapt your competency model easily.

1) Ensure your competency assessment system supports agile changes

When you make your competency model accessible and assessable, whatever competency assessment system you choose must support making these changes easily. If it’s too difficult, it won’t happen, and then your competency model will be out of sync with strategy.

2) Add a feedback mechanism

Add a feedback mechanism within your competency assessment tool (preferably during the self-assessment process), so model feedback is easy to give and quick to receive. You continue to iterate the competency model tasks, behavioral examples, and target proficiency levels to capture changes in tools, technology, and the environment in which you operate. Have a defined process to do something with the feedback in a timely manner.

3) Create an operational rhythm for updates

Create a rhythm for periodically re-examining the competency model for changes. Maybe 2 times per year, after a merger or acquisition, after the introduction of new technology, or after a product launch. Much like the process for customizing competency model behaviors, we recommend sending out the model in a Word document (with Track Changes on) to 4 - 6 high performers, and a manager of people in that role. Give them a few days to review and edit the model. Then consolidate edits and conduct a 1-2 hour virtual workshop to discuss and finalize updates. Important: make the updates within the competency assessment system immediately. The more relevant and current your model, the more likely it will generate desired employee capability, upskilling and reskilling where needed.

Follow these 3 steps to ensure your competency model is as agile & adaptable as your business!