A competency model should 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.
Read MoreIn our experience, using competency models to drive intrinsic motivation for professional development works for everyone. If you look at Dan Pink’s research in DRIVE, it is a human characteristic to be motivated to mastery. It’s why we work on our golf game or learn musical instruments for fun. It’s why open source software and Wikipedia exist.
Read MoreWhen you look at the assessment data over time and correlate that data with business metrics, you can measure improvement in both skills and results over time. What’s more, you’ll know which skills are drivers of business results. That is if skills improve, but results do not, you may want to alter your competency model to focus on other skills that are more important to success.
Read MoreSkills, and how fast employees and companies can learn, are quickly becoming the competitive advantage — and the biggest risk. This is why 80 percent of executives say they are worried about the availability of key skills when it comes to competing in the future. (PwC 21st Annual Global CEO Survey, 2018) And this is why talent development centered on skills and experiences needs to be a priority for us all.
Read MoreAccording to Work Institute's 2017 Retention Report, career development was both the most common reason people left and stayed with an organization. In a tight labor market, the ability to demonstrate that you have systems that promote ongoing career development is a key differentiator, especially for top talent with the skills you need. The easy solution: competency models.
Read MoreSo how do you track self-directed learning? What you really want to track is the combination of: what did a person choose to pursue for professional development, did they follow through with it, and most importantly, did their skills and results change as a result? That’s the language of business leaders.
Read MoreWhen you have a role that is pretty unique to your organization, or the nature of how your organization executes a function is what drives your competitive advantage, a standard capability framework may not suffice.
Read MoreSome experts are predicting a recession to hit the US by the end of 2022. Some say we’re in a recession already. History tells us that downturns often mean more pressure on companies’ sales teams to produce more. For global companies with far-flung sales reps, some of which may be independent contractors, economic downturns pose compliance risks.
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