In my last post I discussed putting together a job description that included accountabilities and competencies. I thought I would focus this post on competencies as these are the things needed for success in a role.
Competency can be defined as: “any knowledge, skill, trait, motive, attitude, value or other personal characteristic that is essential to perform the job and that differentiates superior from solid performance.
Competencies for each position in your workplace will vary based upon the nature of the tasks, duties and expected behaviors.
Below is a sample list of competencies: (highlighted in bold are key competencies for managers)
Ability to learn
Achievement, accountability & drive for results
Adaptability/flexibility
Business Acumen
Communication
Creativity and Innovation
Critical Thinking
Customer Focus
Initiative
Judgment & Decision Making
Leadership
People Management
Planning & Organization
Process Improvement
Project Management
Self Control
Strategic Thinking & Vision
Teamwork/Relationship Building
Competencies are important because they provide the framework for what is needed to be successful. They describe the “soft skills” required by the employee in order to achieve a superior performance. As managers we can use competencies to our advantage when hiring. An opening at your company will bring in candidates with similar job experiences and technical skills. Competencies can be used to identify which candidates will ultimately be the best fit for the company and in doing so will help improve employee retention and performance.
The above list of competencies are just a few that can be used please review your workplace job profiles and see if competencies are part of the job description, if not getting moving to make it happen!
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