7 steps to create a competency-based training program
TRANSCRIPT
PresentingToday
Jeremy LiebDirectorofRecruiting,
Follow along on Twitter: #BizWebinar @BizLibrary
Erin BoettgeContentMarketingManager,
BizLibrary helps organizations succeed by improving the way employees learn.
www.bizlibrary.com/free-trial
? Are you currently using competencies in your training program?
Does competency-based training (CBT) remain relevant in today’s evolving workplace?
V U C AVOLATILITY UNCERTAINTY COMPLEXITY AMIBIGUITY
With each generation entering the workplace, a greater emphasis is placed on continual development as these new employees know that they are unlikely to stay more than a few years;
…IT’S ABOUT WHAT THEY CAN DEVELOP AND ACQUIRE TO TAKE TO THE NEXT STOP IN THE CAREER JOURNEY.
We know that effective leaders are one of the most important influences on levels of engagement.
Source:RebeccaRay,EmployeeEngagementinaVUCAWorld
“[T]he most successful strategies are those that make learning a continuous process, hardwired into a company's metabolism.“
Meghan Biro, The New Rules of Leadership
EXTERNAL CHALLENGES:Change and capacity to adapt
INTERNAL CHALLENGES:Employee retention
Workplace demographics
Competency-based training focuses on
identified workplace behaviors essential to
achieve organizational strategic goals.
Alignment
Employee Focused
Build on Strengths
Skills and Knowledge
Improved Performance
Key Characteristics of Competency-Based Training Programs
Managers have unique opportunities in their daily interactions with employees to empower them to discover and develop their strengths, and they have the ability to position employees in roles where they can do what they do best every day…
…Employees who feel engaged at work and who are able to use their strengths in their jobs are more productive and profitable and have higher quality work.
Source:GallupStudy,2013StateOfTheAmericanWorkplace
7 Key Steps to Creating a Competency-Based Training Program
Performance Analysis
Establish Competencies
Establish Job Role Standards
Identify Skill Gaps
Create Individual Development
Plans
Assess and Measure
Repeat
Performance Analysis
Begin with the end in mind
Accomplishment of the organization’s goals
Need for speed and need for competency
Establish Competencies
Top performers across job roles
Critical competencies and capabilities
Common traits and strengths of top performers
Competency Levels
CORE COMPETENCIESIndustry and culture
JOB FAMILY COMPETENCIESBusiness discipline
JOB ROLE COMPETENCIESLevel of mastery required
What about new and emerging competencies?
SOURCE:thefutureworkplace.com
• Inclusive decision making• Genuine solicitation of feedbackCollaborative Mind-set
• Mentors and coaches team• Provides straight feedbackDeveloper of People
• Use technology to connect customers and employeesDigitally Confident
• Has a diverse mind-set• Prioritizes social responsibilityGlobal Citizen
• Builds accountability across levels• Champions innovation
Anticipates and Builds for the Future
Leadership2020Model
Learning Agility Defined:
The willingness and ability to learn from experience and the ability to apply what you’ve learned for effective performance in new or unfamiliar conditions.
People who are learning agile: Seek out experiences to learn from; enjoy complex problems and challenges associated with new experiences because they have an interest in making sense of them; perform better because they incorporate new skills into their repertoire.
A person who is learning agile has more lessons, more tools, and more solutions to draw on when faced with new business challenges.”
Source:VictoriaSwisher,BecominganAgileLeader
Establish Job Role Standards
The level of mastery required
Individual contributor, manager or executive
Identify Skill Gaps
Difference between desired and actual level of performance
Focus on 3-4 competencies at a time
Identify applied competencies
COMPETENCY SUPPORTING BEHAVIORSCustomer Focus Considers both short and long-term interests of the
customer in making service decisions
Creates strategies to help the organization serve customers more effectively
Establishes and maintains effective relationships with customers and gains their trust and respect.
Identify Skills Gaps
Individual Development Plans
Clarity of expectations
Both manager and individual know the plan
Identify what support and resources are needed
Individual owns their own development and is proactive
What are my development objectives?
What activities do I need to undertake to achieve my objectives?
What support/resources do I need to achieve my objectives
What are the measures of success?
Target date for achieving my objectives
Create an Individual Development Plan
Assess and Measure
Performance improvement
Behavior change
Organizational capabilities
Repeat…
KEY TAKE-AWAYS
Take time to understand what competencies are important to your organization and employees.
Only focus on a few at time to be most effective.
Competency-based training focuses your training efforts based on business needs and performance improvement.
Manager: Transforming into a Culture of Accountability
NEW 5 Part Video Series
1. Employee: What is Accountability?
2. Employee: How to be Accountable
3. Manager: Getting Started on Accountability
4. Manager: Transforming into a Culture of Accountability
5. Manager: Leading Accountable Teams
Using Competencies Successfully -Communicating the Way We Want People To Work
How well do the people in your organization know and
apply your competency framework?
Competencies make explicit the way your organization wants its people to work. Using Competencies Successfully illustrates how to use them in appraisals, in promotion interviews and for self-development.
Join us for future webinars!
www.bizlibrary.com/webinarsFor Upcoming and On-Demand Webinars
How to Gain Leadership Buy-In for Your Training Program
Live Event: Wednesday, June 8th1:00PM Central/2:00PM Eastern
Unlocking Potential to Lead and Influence
Live Event: Wednesday, June 15th1:00PM Central/2:00PM Eastern
KeepInTouch
Jeremy LiebDirectorofRecruiting,
Follow along on Twitter: #BizWebinar @BizLibrary
Erin BoettgeContentMarketingManager,