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Teach Me How! 7 Tips for Creating a Competency-Based Training Program
The document outlines the importance of competency-based training (CBT) in enhancing employee performance and engagement in a rapidly changing workplace. It emphasizes the need for continuous learning and development, considering factors like employee retention and adapting to internal and external challenges. Key elements for implementing a successful CBT program include performance analysis, establishing competencies, creating individual development plans, and utilizing competencies in assessments and management practices.
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Similar to Teach Me How! 7 Tips for Creating a Competency-Based Training Program
Teach Me How! 7 Tips for Creating a Competency-Based Training Program
- 2. Presenter: Chris Osborn Vice Presidentof Organizational Strategy [email protected] @chrisosbornstl . Host: Jessica Petry Sr. Marketing Specialist [email protected] @JessLPetry Follow along and participate on Twitter: #BIZWEBINAR @BizLibrary
- 3. Improve employee performancewith the largest and fastest-growing library of training videos.
- 4. ? Are you currently usingcompetencies in your training program?
- 5. Does competency-based training (CBT)remain a relevant in today’s evolving workplace?
- 6. V U CA VOLATILITY UNCERTAINTY COMPLEXITY AMIBIGUIT Y
- 7. With each generationentering 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
- 8. “[T]he most successful strategiesare those that make learning a continuous process, hardwired into a company's metabolism.“ Meghan Biro, The New Rules of Leadership
- 9. EXTERNAL CHALLENGES: Change andcapacity to adapt INTERNAL CHALLENGES: Employee retention Workplace demographics
- 10. Competency-based training focuseson identified workplace behaviors essential to achieve organizational strategic goals.
- 11. Alignment Employee Focused Build onStrengths Skills and Knowledge Improved Performance Key Characteristics of Competency-Based Training Programs
- 12. Managers have uniqueopportunities 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
- 13. 7 Key Stepsto 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
- 14. Performance Analysis Begin withthe end in mind Accomplishment of the organization’s goals Need for speed and need for competency
- 15. Establish Competencies Top performersacross job roles Critical competencies and capabilities Common traits and strengths of top performers
- 16. Competency Levels CORE COMPETENCIES Industryand culture JOB FAMILY COMPETENCIES Business discipline JOB ROLE COMPETENCIES Level of mastery required
- 17. What about newand emerging competencies?
- 18. SOURCE: www.thefutureworkplace.com • Inclusive decisionmaking • 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
- 19. Learning Agility Defined: Thewillingness and ability to learn from experience and the ability to apply what you’ve learned for effective performance in new or unfamiliar conditions.
- 20. People who arelearning 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
- 21. Establish Job RoleStandards The level of mastery required Individual contributor, manager or executive
- 22. Identify Skill Gaps Differencebetween desired and actual level of performance Focus on 3-4 competencies at a time Identify applied competencies
- 23. COMPETENCY SUPPORTING BEHAVIORS CustomerFocus 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
- 24. Individual Development Plans Clarityof expectations Both manager and individual know the plan Identify what support and resources are needed Individual owns their own development and is proactive
- 25. What are mydevelopment 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
- 26. Assess and Measure Performanceimprovement Behavior change Organizational capabilities
- 27.
- 28. KEY TAKE-AWAYS Take timeto 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.
- 29. Manager: Transforming intoa 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
- 30. 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.
- 31. Try out thesevideo lessons and more! Let us know through the poll if you’d like a free trial of BizLibrary’s online course collection. Thousands of videos and unlimited access for your employees. www.bizlibrary.com/free-trial
- 32. Wednesday, Dec. 2nd 1p.m. Central, 2 p.m. Eastern Tuesday, Dec. 15th 1 p.m. Central, 2 p.m. Eastern Join us for future webinars! www.bizlibrary.com/webinars For Upcoming and On-Demand Webinars
- 33. Presenter: Chris Osborn Vice Presidentof Organizational Strategy [email protected] @chrisosbornstl . Host: Jessica Petry Sr. Marketing Specialist [email protected] @JessLPetry