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Restructuring and new expectations relative to the timing of competency model development

Question from recent ATD webinar: If an organization has just gone through a restructure and client delivery expectations are being discovered, what would you recommend in terms of timing for conducting a JTA Workshop and building of a Competency Model?

There is no better time to develop a competency model so you can re-set the expectation of each person in their new role relative to client delivery requirements.  What’s unique is that you need to ensure everyone has foresight into new responsibilities, and you may need a leader of the new area to “oversee” the meeting to ensure the new strategy (for which the restructure took place) is being properly cascaded/interpreted. 

We’ve actually done this several times for customers for this exact purpose.  It’s definitely more often felt as pain by large companies than small.

 

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