Yes competency models ARE the solution to closing skill gaps for ALL learners because they customize a deep learning plan to each and every employees needs (identified skill gaps) .
Most sharing of key content is one size fits all, event based, so the sharer feels that they have done their due diligence.
Unfortunately, for the individual, the outcome for this approach, is at best, superficial, initial understanding, which will soon be forgotten (plus severe cognitive overload). Not only are you not empowering the learner with new needed information, you have done absolutely nothing to individually assess skill gaps and additionally empower the learner with a solution that individually works to advance, sustained, individual performance improvement.
For competency models to be effective and efficient and to empower individual learners with sustained performance improvement outcomes, they must include (1) individual learning to fluency, (2) individual adaptive learning, where successful application can be replicated in new and differing circumstances, and (3) ongoing individual, professional facilitation to permanently and positively change unproductive behaviors to productive behaviors.
Easier said than done, but professionally facilitated, educationally innovative technology, is available to ensure that sustained individual performance improvement outcomes, resulting from advanced individual competency, occurs.
It’s no secret that increasing skill gaps is one of the most daunting trends facing organizations today. The latest PricewaterhouseCoopers survey of CEOs reported that 78% of them ranked skill shortages as the greatest threat to their companies.[i]
In a perfect world, CEOs wouldn’t have to worry about the skill gaps of their workforce – they would let the workforce own the closing of their gaps, even as those requirements change and become increasingly diverse.
If you’re looking for a strategy that will inspire employees toward increased mastery in their current role, you’re in luck! People are already intrinsically motivated toward mastery, autonomy/self-direction, and purpose.[ii] What you need is a road map for helping them get there.
Enter competency models.
Competency models provide each person with a road map for how to be great. To serve in this capacity, competency models must have these characteristics:
- Be role-based, so they are relevant
- Identify behavioral examples that show the various levels of proficiency separating someone who is adequate in that role from someone who is at the top end of the scale, so they can create a picture of what great looks like and demonstrate how to get there
- Contain those tasks or skills that someone in that particular job role needs to do to achieve corporate strategy
- Be reviewed at least annually for currency and relevance, and make it easy for those people in the role to continuously improve the model
Once you have models that do that, you need to make them:
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