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

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

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

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!

What if this is the Great Opportunity?

Millions of people are voluntarily leaving their jobs so do we have a labor shortage, or a shortage of good jobs filled with leaders worth following and purposes with meaning? In this video I explore what makes your organization an “employer of choice” to attract, and retain, workers.

If you are in the position of having open jobs and facing people leaving the organization maybe, it’s time to review the options available to you. Can you show the values that demonstrate your culture, the purpose and impact you have to each other and in your community? This moment is yours to create an innovative workforce that is new in how it works so reach out and tap into the curiosity, creativity, and compassion people have. Open yourself up to their ideas and encourage them to bring new solutions along with new ways to work, grow, and succeed. If you can be open to working differently perhaps people may be open to joining and staying.

People have taken the time to re-evaluate the quality of their lives, and many are choosing to invest their time focused on family, expanding their education, and living a more balanced, healthier lifestyle even if this means they don’t make as much money. Let’s talk more about how to use learning as a strategic business tool to attract people and enable you to be the employer of choice. Let’s 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!

What if this is the Great Opportunity?

The Great Recruitment

Is your organization pushing to get people back in the office?  Has the topic of commuting, public transportation, and shared office space been raised and are you ready to go back to the 9-5 routine you once took for granted?  We have found that we are just as productive remotely and discovered new levels of flexibility that have made a difference in our quality of life so the idea of being pushed back into the cubicle isn’t attractive and leading to many talking about the “Great Resignation”.

It doesn’t have to be this way; in this video I suggest reframing the conversation from one of “resignation” to one of “recruiting” the very same workers to stay with the organization.  Let’s start with conducting a Stay Interview where you seek a deeper understanding of what keeps that person working productively every day. Let’s expand the topic of compensation to be more than salary, include flexible schedules, remote and hybrid work options too. Use professional development to show the person they are valued for the long term. Finally, highlight their work and show how it has meaning, align people to purpose, encourage their passion, and you will see an impact in their performance.

I think we can make this the Great Recruitment that positively impacts retention. If you would like to talk more about using learning as a strategic business tool to impact your team let’s 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!

The Stay Interview

Do you know what drives a person to remain in their work role? What motivates them to look for another job?  Hiring new people is expensive so before they start looking take the time to see what would be interesting enough for them to stay instead. It may be simple or complex and the first step is to create the space for a discussion with the goal of them staying, growing, and helping the organization be prepared for the future.

Stay interviews are 1:1 meeting’s that happen a couple of times a year where you seek a deeper understanding of what keeps that person coming to work every day, what about their role they like and the parts of the job that’s frustrating (and may be something you can fix!).  In this video I explore what you can do to retain your talented people and develop a versatile internal talent pipeline.

Using stay interviews can help you proactively engage your employees and keep them. From upskilling to finding new ways to utilize your talented people stay interview can keep your internal talent pipeline filled and more importantly, it will create opportunities for you to develop deeper connections with your employees. If you would like to talk more about how this model can be used in your organization let’s Zoom or send me an email and keep the conversation going!  I’d enjoy talking with you about how we can partner to strategically develop your team. Use the contact button above or visit our web site!

https://youtu.be/mTHdwMAcZU4

Attract (& Keep!) Your Dream Team, Part 4: Credentials to Careers

Degrees have value however what has a deep impact on whether a person will be successful in a role is the ability to demonstrate they are capable of performing and using the skills and behaviors to a defined level of proficiency.  In this last of 4 videos, I highlight the value badges and other microcredentials can bring to an employer by focusing on the discrete tasks used in a role into a modular framework and award badges that represent successful demonstration of the specific skills & competencies. The beauty of badges is that they can stand alone or link with other badges and credentials into a “stacked” model that meets more complex role requirements leading to role growth providing qualified people to fill your internal talent pipeline.

Using the tools and techniques I’ve outlined in this 4-part series can upskill and fill your internal talent pipeline and more importantly, it will engage your employees by highlighting future career options available in the organization impacting retention. If you would like to talk more about how this model can be used in your organization let’s Zoom or send me an email and keep the conversation going!  I’d enjoy talking with you about how we can partner to strategically develop your team. Use the contact button above or visit our web site!

Attract (& Keep!) Your Dream Team, Part 3: Credentials, College, & Career

We use credentials as a rubric for hiring new people and evaluating internal candidates. In this 3rd of 4 videos, I highlight the advantages of using a broader view of the term credential to include traditional degrees and include other learning solutions, such as badges and nanodegrees, that indicate a person can demonstrate the skills and behaviors that qualify them for a role.  First, we looked at the big picture, the 5 interconnected steps that impact your team, and then the second video identified the 5C’s used to create an environment of success and techniques to impact the retention process and now I’ll share how the organization can provide a foundation of credentialing for their employees that leads to an engaged and skilled workforce.

Next time we’ll examine how using badges and microcredentials creates a value to employer and employee along with the impact a learning ladder can provide to upskill and fill your internal talent pipeline. In the meantime, I’d enjoy talking with you about how we can partner to strategically develop your team so let’s Zoom or send me an email and keep the conversation going! Use the contact button above or visit our web site!

Attract and Keep Your Dream Team, Part 1: The Big Picture

Learning, used strategically, impacts the bottom line of your organization. Join me in this 1st of a 4-part video series as I share techniques to influence the employee lifecycle. This interconnected process has 5 steps where you can influence and engage your team as it forms and grows.  When we consider the stages in this lifecycle it becomes clear we interact with the different steps constantly as we connect with our teammates. When we are authentically engaged, we are using recruiting skills and when planning for the future it is with the perspective of the team in place. Focusing on being present in the workplace creates opportunities to grow and develop our people to be successful today and tomorrow.

Next time we’ll examine the five “C’s” needed to drive talent success and impact retention and in the meantime, I would enjoy talking with you about how we can partner to strategically develop your team so let’s Zoom or send me an email and keep the conversation going!  Use the contact button above or visit our web site!

Competencies, career path, & success

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!