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Defining and Deploying
Competency Models
When competencies and associated ways of doing the work are unclear or no longer appropriate, we engage our clients in identifying new leadership requirements and competencies that are clearly aligned with the business strategy. |
Competency models are a fundamental feature of any talent management strategy because they serve to signal to everyone in the organization what skills, knowledge and experiences are required to be successful. When our clients feel that their competencies are unclear or no longer appropriate, we engage them in identifying new leadership requirements and competencies that are clearly aligned with the business strategy. In order to do this we combine custom competency modeling approaches with leveraging our existing bank of leadership competencies.
Example: A private equity firm was looking to deploy a performance management process for the first time and needed to define the set of competencies upon which to build its assessment and feedback processes for the different categories of professionals. We simultaneously benchmarked other private equity firms and interviewed a sample of employees for each professional category and level (Partners, Investment Professionals, Support Staff) to create a draft competency model. We met with several stakeholders to validate and refine the wording of each of the 30 competency statements that were retained by the firm.
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