7 Steps to Create a Competency-Based Training Program | Webinar 02.10.16
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The document discusses the relevance of competency-based training (CBT) in today's evolving workplace, emphasizing the need for continual employee development and engagement. It outlines steps for creating effective CBT programs, focusing on identifying competencies, establishing job roles, and developing individual plans for performance improvement. Additionally, it highlights the importance of managers in fostering a culture of accountability and the role of leadership in adapting to new challenges.
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7 Steps to Create a Competency-Based Training Program | Webinar 02.10.16
- 2. ? Are you currently using competencies in your training program?
- 3. Does competency-based training (CBT) remain a relevant in today’s evolving workplace?
- 4. V U C A VOLATILITY UNCERTAINTY COMPLEXITY AMIBIGUIT Y
- 5. 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: Rebecca Ray, Employee Engagement in a VUCA World
- 6. “[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
- 7. EXTERNAL CHALLENGES: Change and capacity to adapt INTERNAL CHALLENGES: Employee retention Workplace demographics
- 8. Competency-based training focuses on identified workplace behaviors essential to achieve organizational strategic goals.
- 9. Alignment Employee Focused Build on Strengths Skills and Knowledge Improved Performance Key Characteristics of Competency-Based Training Programs
- 10. 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: Gallup Study, 2013 State Of The American Workplace
- 11. 7 Key Steps to Creating a Competency-Based Training Program Performanc e Analysis Establish Competencies Establish Job Role Standards Identify Skill Gaps Create Individual Development Plans Assess and Measure Repeat
- 12. Performance Analysis Begin with the end in mind Accomplishment of the organization’s goals Need for speed and need for competency
- 13. Establish Competencies Top performers across job roles Critical competencies and capabilities Common traits and strengths of top performers
- 14. Competency Levels CORE COMPETENCIES Industry and culture JOB FAMILY COMPETENCIES Business discipline JOB ROLE COMPETENCIES Level of mastery required
- 15. What about new and emerging competencies?
- 16. SOURCE: www.thefutureworkplace.com • Inclusive decision making • Genuine solicitation of feedback Collaborative Mind-set • Mentors and coaches team • Provides straight feedback Developer of People • Use technology to connect customers and employeesDigitally Confident • Has a diverse mind-set • Prioritizes social responsibility Global Citizen • Builds accountability across levels • Champions innovation Anticipants and Builds for the Future Leadership 2020 Model
- 17. 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.
- 18. 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: Victoria Swisher, Becoming an Agile Leader
- 19. Establish Job Role Standards The level of mastery required Individual contributor, manager or executive
- 20. Identify Skill Gaps Difference between desired and actual level of performance Focus on 3-4 competencies at a time Identify applied competencies
- 21. COMPETENCY SUPPORTING BEHAVIORS Customer 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
- 22. 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
- 23. 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
- 24. Assess and Measure Performance improvement Behavior change Organizational capabilities
- 25. Repeat…
- 26. 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.
- 27. 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
- 28. 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.
- 29. Wednesday, Feb. 17th 1 p.m. Central, 2 p.m. Eastern Thursday, Feb. 25th 1 p.m. Central, 2 p.m. Eastern Join us for future webinars! www.bizlibrary.com/webinars For Upcoming and On-Demand Webinars
- 30. Presenter: Chris Osborn Vice President of Organizational Strategy cosborn@bizlibrary.com @chrisosbornstl . Host: Jessica Petry Sr. Marketing Specialist jpetry@bizlibrary.com @JessLPetry