‘Competency frameworks’ can provide managers with both a framework and the language needed to tackle the complex task of performance management.
They can do so in three ways:
- by defining each competency
- by breaking down each competency into levels of performance through which people can progress
- by providing behavioural indicators – through the use of examples – to show what both desired and derailing behaviours look like.
The table below shows how competencies at various levels – from basic to management level – are expressed. Each competency in the table has a definition, and the different levels of performance include: behaviour, knowledge, skills, abilities, attributes and attitudes.
Table to show an example of how a coaching competency may look in an insurance industry management role – a Call Centre Manager
Often six performance levels are indicated in such tables – from zero, which is not relevant, to five, which indicates mastery. Incidentally, the requirements at level five also include those from levels one to four. The ‘coaching competency’ table above is for an insurance industry contact centre manager role. Identifying, and then defining, all the needed competencies and then putting them into such a framework means the relevant ones can be assigned to each role (typically, these will be six to eight per role). The required level of performance is also highlighted.
A competency framework such as this can provide an organisation with both a very useful tool and the language needed for good performance management. Language can be customised by leaders to ensure it is individually focused and relevant to the team, and aligned to the organisation’s goals.
Our next blog post will explain the contribution ‘competencies’ can make to developing trust, and how trust can ignite both individual and team engagement.
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We have experience in developing senior managers and their team members – both on an individual and team level – so they can develop practical approaches that encourage positive, constructive behaviour. This, in turn, leads to the development of positive beliefs and values. We are ready work with you, to help you get the best out of your people.
Here are some examples of approaches that can be used and tailored to your individual needs:
- Special projects, secondments and assignments
- Mediation, to address workplace conflict
- Personal development activities
- Individual and group coaching…Coaching – a powerful way of developing people
- Psychometric assessment, which can identify strengths as well as derailing behaviours and also include 360 degree feedback
- Structured module for understanding the psychological contracts in your organisation, both at an individual or team level
- Straight Talking: …Straight Talking create change through conversations