Observation of outstanding performers can be useful in developing recognition and understanding of the competencies. To use this type of developmental activity, you must have someone to observe who is adept at the competency, and the competency must be, of course, one that is demonstrated through observable behavior, such as providing motivational support.
Practicing the behaviors of each competency is the most direct method of competency development and is an essential part of any competency development strategy. This method provides the skill practice that is needed for competency development. You can use this method in conjunction with any of the others (e.g., by first reading about or observing effective behaviors). If possible, try out the behaviors in relatively safe situations (e.g., off the job) before trying them in critical, high-stakes situations on the job.
Self-study courses can provide the same advantages as readings. In addition, many self-study courses include video providing an opportunity to observe others demonstrating the competency, audio which make it possible to learn about the competency while driving your car, and a variety of exercises to increase your understanding and use of the competency. Self-study courses may also include tests, which allow you to check your understanding.
Courses provide a block of time away from the job, when you can focus on development of specific competencies or skills. Most courses provide a variety of methods (e.g., readings, videos, observation, and practice). Courses can provide opportunities to practice skills in a safe environment and to receive expert coaching. A few external courses that are offered in several geographical locations are listed. Your organization’s training staff can help you find other courses. Directories such as “The Corporate University Guide to Management Seminars” published annually by The Corporate University Press (124 Washington Avenue, Point Richard, CA 94801), provide extensive listings of courses.
Readings help provide a conceptual framework for understanding a competency.
This framework may be especially useful in developing the following competencies:
- Establishing Focus
- Motivating Others
- Fostering Teamwork
- Managing Change
- Managing Performance
- Strategic Thinking
- Influencing Others
Readings can also provide ideas on how to practice or learn competencies.
Interviewing Outstanding Performers
Interviewing outstanding performers is an easier tool to use than observation, because you do not have to be present with the outstanding performer when the competency is being demonstrated. You simply ask the person to discuss how he/she demonstrates this competency and how you can go about using this competency in your situation. It is helpful to ask the outstanding performer to talk about specific times when he/she used a competency. Interviewing outstanding performers helps to develop your understanding of the competencies. In using this method, you need not be limited to people in your own organization. Consider friends, neighbors, and people you know through professional and community organizations.
Seeking feedback from others provides you with an accurate self-assessment. Feedback is especially important when the competencies require developing and refining a high level of skill. Ask others to observe while you try to demonstrate the competency, and ask them for feedback and suggestions. Try to arrange situations where others can observe you (e.g., conducting joint sales calls or selection interviews, managing a meeting). Let the observer know in advance what behaviors you will try to demonstrate. Ask for feedback afterwards.
Another option is to utilize feedback instruments. A 360 degree feedback instrument, Soundings™ Leadership Competency Assessment, provides feedback on 159 behaviors that make up thirty-five competencies from subordinates, co-workers and managers.
Additional Resources and Developmental Actions
In preparing your plan to develop a competency, consider all of these types of activities. The more different types of activities you include in your plan for developing a competency, the better your chances of success. At the same time, emphasize the activities that you are most comfortable with. And there are a variety of planning forms in Workitect’s Competency Development Guide that will facilitate the entire process. This is one of them:
WHAT RESOURCES AND ACTIONS HAVE YOU FOUND MOST HELPFUL IN
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