You can still use competency models to enable people to own their development by helping them become the organization’s experts in their current role. This gets measured as they assess themselves against the competency model. Then, they can be task-based mentors for others, or be selected to work on the most challenging projects.
Read MoreThis is an easy one. Stop doing it FOR them. Stop doing learning TO them. Stop dragging people to what YOU think they should do. They then have 2 choices: own their development, focusing on what they want and need, with the tools they have for doing it.
Read MoreTwo daunting trends -- the increasing skills gap and the lack of employee engagement -- are affecting the perception of Learning & Development (L&D) in organizations. Employees, managers, and executives are becoming increasingly disengaged from the L&D department and its offerings. It's time to turn it around! See what happens when you connect competency models to skills and career development with personalized learning.
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