Competencies That Work For Your Organisation
Competencies are designed to codify the behaviours, informed by skills and knowledge, required to fulfil a role successfully. In recognising that people are key to success, organisations have increasingly sought to identify the success criteria for their unique needs. Unfortunately they often do so with over complicated systems or imported packages which take no account of the realities of the business in which they work.
In our work with organisations we’ve identified the key characteristics of successful competencies.
Successful competencies are:
Benchmarked: By having an integrated set of core competencies across an organisation, or project, effective behaviours can be more easily replicated. This can also ensure that transfers around the organisation can be smoother and more successful. In order for an organisation wide competency framework to work well, the way in which the underpinning behaviours are measured needs to be benchmarked across the business so that there is consistency of measurement.
Observable: The headline competency needs to be broken down into underpinning behavioural indicators. This makes the process of assessing competency far more objective and positive. Competency can then be assessed by identifying the frequency with which the person displays the required behaviours.
Stepped: Competency frameworks should encourage people to grow their competencies rather than being restrictive. By having the same competency divided into increasing levels of achievement the company not only reduces the total number of competencies required, thereby simplifying the process, but also provides a motivating set of ‘jelly beans to jump for’ by making it clear that progression is possible and encouraged. However, the number of separate levels should not be excessive, with each demonstrating a clear step up.
Aligned: Competencies should be aligned to what the organisation is aiming to achieve, as well as to departmental or business unit objectives. There should be one set of core competencies for the organisation rather than each unit developing its’ own. This ensures that there is greater cohesion, and avoids confusion where similar competency headlines are used to indicate very different underlying behaviours.
Transparent: It is important that everybody in the organisation has the opportunity to see the competencies so that they know not only what is expected of them, but also what they can expect from their colleagues. Transparency also allows individuals to plan their own development by identifying the competencies that they will need to succeed. To ensure that they remain transparent and accessible they should be reviewed no more frequently than once per year.
Predaptive work with many organisations in creating, developing and implementing competencies, if you would like to arrange a no obligation discussion with one of our senior consultants on how we might help your organisation please contact:
Lynn Joy
t: +44 (0) 1789 734300
e: lynnj@predaptive.com
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