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Career pathing & Competencies, Part 4: Competencies to career path

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When there are career options and areas to grow people tend to stay adding their expertise and experience to the organization’s growing knowledge base. Knowing the competencies needed in a new role enables current employees to identify the specific business behaviors and professional skills they need to have to be prepared to grow and move in their career within the organization. In this short video I share how using this framework provides exposure to additional roles that can be career opportunities for employees and a quicker way for organizations to develop a robust, internal talent pipeline focused on meeting their business needs.

Creating this internal talent pipeline can benefit the employee and the organization and works best when everyone clearly understands the technical knowledge and business behaviors needed to demonstrate performance success and this can be done using a competency framework aligned to a career path model to develop people to grow. Let’s talk more about how you can use learning as a strategic business and retention tool. We can Zoom or even use the phone to talk because together, we are stronger, and we don’t need being remote or at a distance to keep us from connecting and engaging – let’s learn and work together!  I’ll bring some coffee…. Use the contact button above or visit our web site!

Career pathing & Competencies, Part 3: Creating your competency framework

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The thought of creating a competency framework seems overwhelming when you are considering the knowledge, skills, and business behaviors people use in their role to achieve performance success. In this video I outline the steps you can use to streamline this process by observing, listening, interviewing, and focusing on the actions actual practitioners use in their daily efforts. The level of proficiency is a key component of each step as it relates to bringing new hires up to speed combined with ways existing, skilled workers have reached this level.

I outline the 4 basic building blocks your efforts will result in and how you can then expand and add additional blocks to craft your, unique, framework that can be used to evaluate the level of expertise current employees have, identify opportunities to target professional development, and enable accurate job postings.  Let’s talk more about how you can use learning as a strategic business and retention tool. We can Zoom or even use the phone to talk because together, we are stronger, and we don’t need being remote or at a distance to keep us from connecting and engaging – let’s learn and work together!  I’ll bring some coffee…. Use the contact button above or visit our web site!

Career pathing & Competencies, Part 2: Building a competency framework

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Developing a framework of the knowledge, skills, and business behaviors that every person uses in the performance of their role sounds complicated, but it doesn’t have to be. In this 2nd of 4 programs, I share resources to use as an outline and I describe the building block process I use to define competencies and develop a competency framework involving skilled practitioners as they perform. Begin by observing what and how their work is done, identifying the level of expertise needed to be successful, and defining the level of proficiency required to perform successfully is then followed up with conversations focused on how to obtain these varied skills and how long it takes.

Creating a competency framework involves a thorough examination of the complete set of skills people use daily and provides an increased level of understanding and connection between the individual role, the team processes, and where the strategic alignment to organizational performance fits in. Let’s talk more about how you can use learning as a strategic business and retention tool. We can Zoom or even use the phone to talk because together, we are stronger, and we don’t need being remote or at a distance to keep us from connecting and engaging – let’s learn and work together!  I’ll bring some coffee…. Use the contact button above or visit our web site!

Career pathing & Competencies, Part 1: A Framework

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If you are looking to attract and retain skilled talent, provide targeted ways to improve individual performance, and create a robust internal talent pipeline it may be time to consider creating a competency framework that can be applied to a career path model in your organization. In this 4-part series I will outline how the connection between professional development and business specific needs can create a successful performance ladder.  These learning tools deliver a strategic business solution providing people with clear expectations of the skills and business behaviors needed to grow professionally and how to acquire these including stretch assignments, training, and short-term projects to hone and practice with guidance.

In this video I will outline the reasons to develop and use these tools is that together they create a connection between professional development and the business criteria in a role that leads to performance success. Let’s talk more about how you can use learning as a strategic business and retention tool. We can Zoom or even use the phone to talk because together, we are stronger, and we don’t need being remote or at a distance to keep us from connecting and engaging – let’s learn and work together!  I’ll bring some coffee….  Use the contact button above or visit our web site!

Competencies, career path, & success

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When you see a new role being posted there seems to be a set of competencies included and while they include admirable goals there may be a more advantageous use.  A competency describes the desired knowledge, skills, and behaviors that enable people to successfully perform their roles. So rather than using these as terms in a job posting let’s refocus the intent and bring these skills and behaviors into helping people get better in their current roles and developing them to be ready to grow and assume new roles. The easiest way to bring these together is to use career pathing as a method to retain employees by showing them a path that leads to career growth and continued employment with the organization.  In this video I highlight the process the organization can use to plan head and use learning as a business tool that supports their growth and success with a just in time skilled workforce building on existing skills and strengths and integrating behavioral skills into technical training to create a positive, scaffolded, approach to employee development and preparedness.

I would enjoy talking more with you about how we can partner on identifying ways to strategically develop your team so let’s Zoom or send me an email, let’s keep learning together!  Use the contact button above or visit our web site!