In order to train his group, Maverick breaks down the mission into its core deliverables and trains on each part of the mission. This is exactly how we need to address corporate training – by breaking down each role into the skills (and associated behaviors) needed to be great at our jobs. This is called competency-based learning.
Read MoreWith the right competency model, learner-centric approach, and personalized learning technology, companies can be on their way to minimizing employee skill gaps, increasing employee engagement, and changing perspectives of Learning and Development departments. Download our free whitepaper!
Read MoreSo, if you want to be a Learning & Development Rock Star in 2022- The ultimate goal is to make personal development fast and easy by providing one-click access to everything they need, recognizing that you can better serve the audience by becoming the Master Of The Universe, linking to options throughout the learning ecosystem, rather than creating it all. The result will be a culture of learning that helps people help themselves to upskill and reskill at the speed of change. And that’s something every organization needs!
Read MoreMake it actionable. That means getting the model off the PowerPoint, out of the spreadsheets and into people’s hands. A competency model that isn’t easily accessible by those during the development process, and isn’t assessable such that one can measure their capabilities against it to identify and close gaps with competency-based learning is pretty worthless.
Read MoreThe home office has become a personal HQ for most since 2020. Working from home has led to the need for adding and adapting necessary behavioral, technical, and leadership skills. As a result, competency models that incorporate these needs are vital to upskill and reskill our employees to perform in a virtual work environment.
Read MoreThe time for L&D is now. To be successful in this ever-changing marketplace where change is ever-accelerating, companies must embrace learning and development as a strategic imperative. It is up to L&D leaders to ensure that their executive teams understand the value that the L&D function and its various teams bring the company.
Read MoreTraditional Talent, Learning & Development can’t support organizational agility. So what do we do? Like the organizations themselves, we evolve. We need to identify and build capability in real time, just-in-time, to support changes. We need to allow people in the roles who need the capabilities to own their achievement.
Read MoreA competency model (or capability framework) focuses on what tasks/skills are critical to success in the role, what it looks like to be great at those tasks/skills, and what people should be able to DO with the required knowledge.
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