Posts tagged Competency Development
How do we make competency model development less scary?
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How do we make competency model development less scary? By applying an agile methodology to do it.  If you make competency model a 6 month or year-long process, with the speed of change, the model could be outdated before you even release it.  Plus, you’ll have wasted months when you could be using it. 

So here’s a synopsis of how we streamline the process. 

1) We start with a one day workshop (in person or virtual) with 4 - 6 high performers in a particular role.  This is a brainstorming process.  Together we identify those skills and tasks high performers do that are important and critical to success. This step provides us with input for the remaining steps in the process.

2) Next, for each task, we create draft task/behavioral examples, provide them to the high performers for review/editing (about 2 hrs of pre-work), and conduct a virtual workshop (3 hours) to consolidate edits.

These examples provide each person in that role with a road map for how to be great and what "great" looks like. Each example identifies the behaviors that would be exhibited by someone performing that skill or task at various proficiency levels.  Where the task is the “what”, the example is the “how”.  The examples communicate and iterate best practices.  And they ensure consistent and objective assessment and self-awareness can occur. It is through self-awareness that a person becomes intrinsically motivated to change.

3) We define the minimum proficiency required for each skill or task. This is usually performed independently of the high performers, though you may get their validation through a one hour meeting.

Total stakeholder time:  Approximately 10-11 hrs

Total duration of model creation:  Approximately 3 weeks

Can you see how that feels less scary, and really achievable to stakeholders?

Learn more:  https://skilldirector.com/how-to-build-competency-models and https://webcasts.td.org/webinar/2644

News / Events / Blog Posts | SkillDirector
How to create a competency model for those who are not employees

What if the group you are developing competencies for are not employees but rather a large group of stakeholders? Are there any modifications needed to the competency development process?

Let’s assume the stakeholders are business partners – perhaps channel partners or part of the supply chain.  The process to develop the competency model will be the same, but identifying who to participate (who is a high performer) could be more difficult.  The other complexity, which we also experience when building models for associations, is that not everyone does things the same way or uses the same system.  So while the tasks people need to be able to do to be competent are likely the same, when writing behavioral examples, you’ll want to take care to not be too specific to one stakeholder’s environment.  For example, use “ERP system” instead of the specific brand name of an ERP provider. 

 When letting people assess against that model, consider making the tasks all optional, so that those who don’t have to do that task in their organization can skip it or select N/A.

News / Events / Blog Posts | SkillDirector