As a manager, I was often asked by my direct reports for help – to tell what them what skills they needed to develop so they could be eligible for a promotion or what they need to do to become a top performer in their current role.
I usually encouraged them to work on those skills in which they were weak; but I realize now what would have been more valuable was if I had competency models – organized and structured paths that I could have used to help these employees both improve their performance and prepare for their next position.
For example, an employee who is currently a sales professional but wants to increase their performance and hopes to eventually become a sales manager, comes to you and asks for guidance. What advice would you give them?
That’s what competency models are for – now all you have to do is simply take a look at the competency models for each role – you’ll find that relationship building, product knowledge, strategic planning and decision making are among the competencies recommended for these positions. Then think of the employee, who you know is really strong on product knowledge and relationship building, and you offer coaching and feedback so they can develop their strategic planning and decision making skills.
They get the correct career guidance, and you, as the manager, can feel happy that you have provided the relevant L&D opportunities. A win-win.
But competency models aren’t just great for performance coaching, they help organizations unite core talent management functions: learning, performance, succession, and recruiting. With a common language in place, competency models define what success looks like across all roles and functions.
As the desire for increased development and career mobility continues among employees, it makes good business sense to develop and implement competency models.
And here’s the good news for SumTotal customers – our latest enhancements to the SumTotal Talent Expansion® Suite include new competency capabilities which provide a self-service way to explore competencies for current and future jobs targeted as part of employee career plans. Additionally, our core and job-specific competencies make it easier than ever to identify skill gaps and build personal learning plans which will prepare for the role they want in the future.
With so many benefits to creating and implementing competency models, what is stopping you?