Posts tagged Skill Gap
How do I ensure a results-oriented competency model?
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Build the model correctly

A competency model defines what each person in their role needs to be able to do, specifically, in order to perform their part of corporate strategy. If your competency model does that, without extraneous detail, then your competency model will be results-oriented, in fact, tied directly to corporate objectives and needs.

Follow the steps documented here to build a role-based competency model correctly.  


At a high level, the competency model tasks describe what someone must do.

The behavioral examples describe how someone must do the task.


Include skills of the future

With the pace of change and speed of business, including the incorporation of digitization and artificial intelligence (AI) initiatives, to be truly results-oriented, you need to be looking ahead. What tasks and skills will someone need not just to do their job today, but to make the people, and therefore the organization, competitive tomorrow? These are things like learning agility, critical thinking, data analysis, and influencing.


Reflect the organization’s business values

Created models should also reflect business values. The tasks and skills in the model define what that individual needs to do to be successful. If your organization values customer focus above all else, then it is likely that every job in the company will have some skill in their model that reflects internal or customer focus.

 These values might also be reflected in the behavioral examples of many tasks. That is, even a technical task such as “Create software functional specifications” might have examples that describe how to apply customer focus, for example, “Engage cross-functional stakeholders to ensure their needs are being met by the specifications.”

News / Events / Blog Posts | SkillDirector
Can we get too detailed in a competency model?

(Question posted by participants in recent webinars)

Of course.  It's easy to get too detailed in a competency model.  If you look at a list of soft skills, I’m sure they would apply to almost every job (written communication, problem solving, teamwork, etc.).  A competency model is what best defines success in this role.  That’s why with a standard competency model, you might start with 40 or 50 skills and you select 20 that are appropriate for this role in your organization. 

Remember that the competency model needs to be actionable.  If you have 50 skills in a model and I have 10 skill gaps, where do I focus?  Narrowing to those tasks/skills that are most critical to success ensures that you can help people focus on where it will make the biggest impact on the organization’s strategy and objectives.

News / Events / Blog Posts | SkillDirector