When I walk around my neighborhood, which is about 30 years old, I sometimes think that it’s a bit of shame that a real house isn’t as easy to restructure as a house made of LEGO. While my son can take apart his countless LEGO creations (and leave deadly remainders on the carpet for my husband and I to step on in the middle of the night), it’s not so easy for the owners of real houses. And yet, they really would only need a little upgrading here or there because the rest of the house is standing solid and will be for decades to come.
I had competencies on my mind after recently completing a video (more on that below) and began thinking about how the process of building a house is really similar to competency management. Not an actual house, though. A house made of LEGO. Allow me to put on my construction hat and talent management strategy hat at the same time to explain!
The importance of competency management
Core competencies apply to everyone in your organization. Strong core competencies define the skills that are unique and critical to your organization’s success. This where you’ll typically see culture and value statements embedded. It’s what makes your company unique and sets it apart from the competition. Core competencies are like the concrete foundation of your house. Without a good foundation, your house (organization) will eventually crumble.
On the other hand, job-specific competencies describe how a specific role should be performed. This is like the frame of the house. A solid frame provides the support for everything else that follows. If your frame isn’t solid, walls will eventually crack, and you’ll hear every squeak, clank, and click in your house.
Here’s where it all comes together: Like building a house, competency management is the foundation to support the structure and ensure long term success of your company and its people. Clearly defined job-specific competencies help employees have a clear framework for how their skills, knowledge and abilities fulfill role expectations and contribute to organizational success. Competency management ensures that your organization has consistent performance standards for all employees.
The Halogen Accelerator™ advantage
Halogen Accelerator™ is an exclusive offering from Halogen Software and Development Dimensions International (DDI) that helps build both a strong foundation and the required framework for your organization. Built on the Halogen TalentSpace™ foundation, Halogen Accelerator is a seamless combination of DDI’s best-in-class competency framework and world-class learning library.
The learning library is be pre-mapped to competencies and includes full web-based training courses for coaching, communication and leadership and over 60 mini-courses for employee and leader development essentials. There are literally thousands of development activities that include specific tasks and strategies that can be tied to your company’s competencies, ensuring your people are getting the training and development in areas that matter to your organization.
Halogen Accelerator has the foundation and structure for what you need to attract, engage and retain top talent and create a high-performing workforce committed to helping your organization achieve its goals.
We recently put together a video to showcase what Halogen Accelerator can do:
Halogen Accelerator allows you to:
- engage employees by offering them world-class training.
- give leaders the training, tools, and support to be great coaches.
- help employees understand how their role supports business success.
- measure changes in competency scores and have a centralized, detailed view on development plans and related training activities.
- analyze competency gaps, identify succession planning needs and create targeted training programs to address them.
Competency management in today’s world of work
We all know the pace of business moves faster and faster every year. And along the way, priorities change. For this reason, it’s a good idea for an organization to be flexible with their competencies. They shouldn’t be set in concrete, like an actual house. Every now and again, organizations should revisit their list of competencies and definitions to ensure they still reflect the needs and support the business strategy.
This is why competency management is like building a LEGO house. It’s easy to take apart a LEGO house and build it back up again, bigger and stronger than ever. The same can be said about competencies. In fact, we recently revamped our own set of competencies at Halogen after some changes to our business and culture. Like those houses in my neighborhood, the process was about upgrading here and there because the rest stood on a solid foundation. The importance of a good structure goes a long way to ensuring long term success – whether it’s for a house or for an organization’s talent management strategy.