Using Competency Modeling to Enhance Leadership Development
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Transcript of Using Competency Modeling to Enhance Leadership Development
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Using Competency Modeling to Enhance
Leadership Development
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Rick Lepsinger, President, OnPoint [email protected] | 212.472.8081
Welcome to Our Webinar!Today’s Presenter
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Agenda● Why competency models matter
● How to develop them
● How to use them to enhance training and performance management systems
● How one company used competency models to enhance hiring and promotion
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The Art and Science of Competency Models:
Pinpointing Critical Success Factors in Organizations
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Competency models provide a precise definition of the skills and attributes needed to meet critical business challenges.
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Competency Model Pyramid
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Why Competency Models
Matter
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They help us: ● Clarify job expectations
● Give useful feedback
● Invest in development activities that have the greatest impact
● Build a pipeline of future leaders
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How to Develop Competency Models
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Decisions You Need to Make● Purpose of model
● Scope of project
● Who should be involved
● Methodology for data collection and analysis
● Build from scratch or use existing model
● Validating final model
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1. Identify Performance CriteriaIdentify individuals that meet, exceed, and fall below the performance criteria
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2. Collect Data Observe and interview job incumbents to determine what specific traits and skills they have to be successful in their roles.
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3. Develop an Interim ModelConduct focus groups, analyze focus group data and refine the model
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4. Validate the Model● Convert interim model into a survey
● Divide survey participants into “average” and “exceptional” groups
● Administer survey and analyze data
● Make recommendations for streamlining or enhancing the competency model
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5. Integrate Into HR Processes● Hiring
● Leadership development
● Performance evaluation
● Promotion
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How to Integrate Competency Models into Your Training &
Development Process
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Benefits of a Competency-Based Training System
● Enables a focus on relevant behavior and skills
● Ensures training and development opportunities align with values and strategies
● Makes the most effective use of training and development time and dollars
● Provides a framework for ongoing coaching and feedback
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1. Identify the extent to which people are currently demonstrating the competencies.
● Competency-based 360 survey and feedback report
○ Individual and organizational level
● Performance appraisal data
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2. Identify opportunities that will help people learn and develop “gap” competencies.
● Job assignments and action learning
● Coaching and mentoring
● Training programs (face-to-face, VILP, e-learning)
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3. Follow-up to ensure skill and knowledge gaps are being closed.
● 360 “post-test”
● On-going coaching
● Periodic and annual performance review
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How to Integrate Competency Models into Your Performance
Review Process
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Don’t focus solely on what employees have accomplished.
Evaluate what they accomplished and how they got it done.
A team leader who focuses on his own objectives may be effective but not collaborative.
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1. Ensure everyone understands the competencies on which they will be evaluated.Provides a shared understanding of what will be monitored and measured
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2. Collect data on the behavior of the persons being evaluated.Provides focus for gathering information about a person’s behavior on the job
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3. Have constructive discussions that address issues directly related to performance.● Focuses and facilitates the performance appraisal
discussion
● Improves the accuracy and perceived fairness of overall rating
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Case Study: PepBoys
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The Challenge: The company had competency models for key positions, but they were outdated and no longer reflected its new direction and greater focus on customer service.
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The Solution: OnPoint Consulting interviewed senior leadership to identify specific objectives the company wanted to achieve and where it wanted to be several years from now.
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The Solution: OnPoint observed and interviewed employees in target positions, from the front desk manager to the auto technicians, to determine what skills and traits contributed to success.
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The Solution: OnPoint assisted PepBoys’ training managers and HR professionals with communicating the competencies to employees and integrating them into existing hiring, promotion and performance management systems.
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The Solution:PepBoys began hiring associates with stronger customer service capability and an aptitude to learn technical skills rather than technicians who preferred working with cars over working with people.
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Using a Competency-Based Interview Process● Provides complete picture of job requirements
● Ensures more systematic interview process
● Increases likelihood of hiring people who will succeed
● Minimizes investment in people who may not meet expectations
● Helps identify limitations
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Example: InitiativeQuestions to Ask:
● What specific knowledge and/or skills do you want to develop over the next one to two years, and how do you plan to acquire them?
● Describe a situation when a desired outcome was not achieved on a project for which you had responsibility. What happened and how did you handle it?
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Example: InitiativeWhat to look for:
● Overcomes obstacles to success
● Is a self-starter
● Is comfortable with ambiguity
● Plans for success
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The Solution:The competencies were also used to shape training and leadership development programs.
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The Result:
Within a few months of rolling out the new competency-based selection and development processes at its test store in Tampa, customer satisfaction surveys improved, and the store’s Yelp rating moved up by one star!
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Questions
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THANK YOU!If you’d like to learn more about how we can
help you update competency models or create new ones, feel free to contact us.
www.OnPointConsultingLLC.com | 203.533.5128