Zenger Folkman Research Shows 5 Factors in Effective Competency Models
Orem, UT, January 31, 2018 --(PR.com)-- Every organization has their own competency model, but few of them are very effective. After 40 years of building competency models for businesses around the world, Dr. Joseph Folkman reveals five factors that separate the great ones from the poor ones.
“The purpose of a competency model is to identify skills and behaviors that enable employees at all levels of the organization to be more effective,” said Folkman. “In order to be useful, a competency model needs to be more than a theoretical framework that is referred to occasionally by the Human Resources department. It needs to be applied and linked to every employee and their job.”
The first step is to create a common language so every department understands the model. When everyone has a common understanding of the behaviors that leverage success, it helps managers have more effective performance discussions. Next, each model needs to define a development target. An effective competency model identifies the key skills that people will need to be successful in the future.
The best models are heavily integrated into talent management. It should influence leadership development, performance management, succession planning, talent management, and selection.
Folkman further explained, “I have come to the conclusion that the only thing that really works in organizations are well researched, validated, and simple competency models. HR Executives become fascinated with building their own tower of Babel, but it never stands very long and will ultimately fall down.”
To learn more about these five factors, attend Zenger Folkman’s webinar, 5 Factors in Effective Competency Models, on Wednesday, Jan. 31, 2018. For more information on these findings, and how to incorporate them into a leadership development plan, visit www.zengerfolkman.com.
About:
Zenger Folkman is the authority in strengths-based leadership development. Their award-winning programs employ research-based methods that improve organizations and turn good managers into extraordinary leaders.
“The purpose of a competency model is to identify skills and behaviors that enable employees at all levels of the organization to be more effective,” said Folkman. “In order to be useful, a competency model needs to be more than a theoretical framework that is referred to occasionally by the Human Resources department. It needs to be applied and linked to every employee and their job.”
The first step is to create a common language so every department understands the model. When everyone has a common understanding of the behaviors that leverage success, it helps managers have more effective performance discussions. Next, each model needs to define a development target. An effective competency model identifies the key skills that people will need to be successful in the future.
The best models are heavily integrated into talent management. It should influence leadership development, performance management, succession planning, talent management, and selection.
Folkman further explained, “I have come to the conclusion that the only thing that really works in organizations are well researched, validated, and simple competency models. HR Executives become fascinated with building their own tower of Babel, but it never stands very long and will ultimately fall down.”
To learn more about these five factors, attend Zenger Folkman’s webinar, 5 Factors in Effective Competency Models, on Wednesday, Jan. 31, 2018. For more information on these findings, and how to incorporate them into a leadership development plan, visit www.zengerfolkman.com.
About:
Zenger Folkman is the authority in strengths-based leadership development. Their award-winning programs employ research-based methods that improve organizations and turn good managers into extraordinary leaders.
Contact
Zenger Folkman
BreAnne Okoren
801-705-9375
http://zengerfolkman.com
BreAnne Okoren
801-705-9375
http://zengerfolkman.com
Contact
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