“Companies can’t be resilient if their workforces aren’t. Building your reskilling muscle now is the first step to ensuring that your organization’s recovery business model is a success.”
Read MoreThis is the power of competency models and a competency assessment (because you have to have the honest skills data).
Read MoreCollaborative learning has been shown to be one of the most effective types of learning. We call it “task-based mentoring” though you may call it “flash mentoring”, “peer coaching”, or “modern apprenticeship”.
Read MoreBehavioral examples in a competency model are what drive consistency, accuracy, and objectivity. And without that, individuals won’t accurately identify skill gaps and get the right personalized learning to close them.
Read MoreWith the changes going on in the world today, helping employees take ownership of their development has never been more important. We hope these help you engage employees in taking ownership of their learning.
Read MoreWith skill gaps growing, keeping good people is paramount to success. Competency models enable people to assess their capabilities for the job they want next so they can upskill and be ready for it.
Read MoreIf you’re using the right competency assessment system, one that empowers people to pull the learning they need and treat “skills as currency”, they will create an individual development plan (IDP) and execute it monthly to create a development habit.
Read MoreAs you build your competency model, you will often get a lot of pushback in terms of hard skills vs. soft skills. These skills also transcend jobs, even those that don’t currently exist. So when you are looking to both upskill and reskill, these skills matter.
Read More