Organizational agility is one of the hottest topics today. I’m talking about moving people regularly from team to team, moving people where the work is (as demand changes), and moving people among projects or business units. Competency models make organizational agility possible.
In fact, one of my customers is doing something really innovative in the area of organizational agility – they are taking their employees and having them assess their skills “early in their careers” against the competencies for multiple departmental areas so that they can help guide them into the next roles where they can best be successful, or assign them temporarily where they can easily and quickly support increased demand. Another customer is taking a similar approach from a workforce planning perspective, and identifying how many people could be easily moved from one role to another where they are most needed, and what gaps would have to be closed to do so.
If organizational agility is taking center stage in your company, explore how competency models can support that effort.