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 MoreWe recommend starting with a business unit or a department that is culturally accepting of this approach, and then leverage that success. Compare the data points (from the above sources) with your own attrition rates, exit interview results, and engagement surveys
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