Developing such a competency framework can be a costly and lengthy process, especially if you are creating a bespoke model that is genuinely focused on high performance within your organisation. We offer here ten lessons as tips for your own work in this area. This is based on our extensive work and research with public and private sector organisations, large and small.
1. Do it back to front!
2. It’s a competency framework, not a job description....
3. Is that a good thing, or a bad thing?
4. ‘Yes’ to one thing, but not the other…
5. From 7 to 11
6. It’s supposed to change....
7. I dare you to ask them!
8. Can you see what it is yet?
9. “If only you knew the power of the Dark Side, Luke”
10. Position Vacant: Only Super Man or Wonder Woman need apply
For the detail behind each of these headings, see our article here.
A Competence Framework can ‘come alive’ when applied to the business in the context of talent management processes such as performance management, succession planning, high potential identification and development planning.
Your competence framework, combined with our Talent® suite of software products can help you do just that.
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