For organizations to succeed in today's competitive and complex environment, employees at all levels need to develop and demonstrate the skills, knowledge, behaviors and organizational values that drive superior performance at work. In other words, they must demonstrate the “right” competencies for success.
The best way to identify the characteristics of success in your organization is to study your top performers. The findings of such an assessment become part of your competency model. Organizations with clearly prescribed and managed competencies are better able to:
- Develop skill sets and leadership from within
- Define desired behaviors to select and retain the “right” talent
- Establish a solid foundation for the entire talent management cycle
- Create impactful training programs and development plans
- Develop sustainable succession management
- Hold employees accountable for “how” objectives are met
- Create a consistent framework for objectively measuring employees against performance
- Align business challenges with leadership capabilities
A competency model should reflect your business strategies, organizational culture and leadership requirements and is customized to each role or family of roles (Job Profiles) in the organization.
- Use competencies in the hiring process. Behavioral interview questions and reference questions should be based on defined competencies required for success in the position, the team and the organization.
- Compare existing leaders against defined competencies through the use of a 360° feedback process. This will assess each leader based on the defined competencies, evaluate current behaviors/performance against desired behaviors and identify any gaps. Development plans can be created with measurable goals and outcomes to close the gap.
Performance Management Partners, Inc. | 6400 Main Street, Suite 150 | Williamsville, NY 14221 | 716.204.2590