What are competencies?

A competency is something you bring to the table in terms of knowledge, experience, personality, skills, or communication abilities. Being a leader means that someone is capable of leveraging available opportunities to advance the process and is also willing to continue developing themselves. Competencies can also be focused on specific areas. Consider, for example, competencies focused on education or healthcare.

The Three Pillars of Competencies

Competencies consist of a combination of three core components that together determine how effectively someone can perform:

Development of competencies

Every person has talents. The key is to recognize, develop, and utilize them. In addition, education helps develop knowledge, and membership in an organization, a group of friends, family, and other activities helps people learn new skills. It quickly becomes apparent whether someone has leadership qualities, what this might entail, and whether that person is capable of putting those qualities to use. The environment often determines whether an innate leadership quality will become a competency. Much depends on the opportunities and support people receive. This is certainly true in the workplace. The key question is always whether talent is recognized and its development encouraged-or not.

The 70-20-10 Rule for Competency Development

Research shows that competency development is most effective when it follows this breakdown:  

Development Cycle

A development cycle that is clear to everyone can support this process. By identifying a new colleague’s capabilities starting with the introductory interview, you can make the most of them. A good competency model helps build on this foundation. This can be achieved through internal training, by offering specialized courses and programs, but also by giving people opportunities to further develop within the workplace. Within a clear HRM cycle, two things are very important: giving and demonstrating trust, and transparent policies. Employees who feel challenged to grow and supported in that process perform better. It really is that simple.

Step-by-Step Plan for Effective Competency Development

 

Competency model

The question, of course, is which model works best. Before you start implementing all kinds of models, it might be better to identify everything that is still unknown. A first step could be a workshop with employees, during which they are specifically asked for suggestions for improvement. Two things often derail this process: first, the fact that the boss leads the workshop, and second, PowerPoint presentations. The first makes people hesitant. The second means they’re already bored before the actual work begins. There’s another way, and embracing a new competency model can be the key to that change-provided it isn’t simply imposed, but rather approached collaboratively from the moment it’s brought up. Encouraging one another to keep improving.

Different Types of Competency Models

Organizations can choose from different approaches, depending on their objectives:

Success Factors for Competency Management

These elements are crucial for an effective competency system:  

Stay Curious

If you stand still, you’ll miss the train to the future. New developments are coming at a rapid pace. As a manager, it’s important that you remain curious about innovation. Ask questions, seek answers-where possible, together with your employees and the HRM team.

1. What would you like to change yourself? What does that require?
2. How can you gather as much useful information as possible from the team?
3. What role can each employee play in a potential change?

Those who continue to develop themselves and dare to embrace new competencies will gain a firm grasp on these kinds of processes and will benefit greatly from them. It makes the work a lot easier and more enjoyable for both you and your team.

Future-Oriented Skills

The job market is changing rapidly. These skills are becoming increasingly important:

Frequently Asked Questions About Competencies