How detailed does your Competency framework need to be?

Increasingly and as part of a broader talent management strategy, we are helping client's analyse and develop competency frameworks. Working with large numbers of these you do begin to see patterns and consistent themes, but we do also see a great variation in the depth, breadth and structure of competency models.  If you'd like to see some examples that span this spectrum, read on and do contact us. When developing a framework to underpin your talent management efforts, it can be difficult to strike a balance between something that will apply to most and making it too generalised to be useful. Our first step, is to ask why and how with the framework be used.  We often create 'personas' of people that intend to use the framework in applications such as recruitment, performance management, talent reviews, leadership development and so on.  With this 'lens' firmly in mind, we can begin to set the right level and continuously refer back to the 'how' and 'why' to keep the project outcome-focused. Whilst staying grounded in the application of competences, we can't ignore the sound research that exists and has stood the test of time.  …

Six ways to help team performance using 360 degree feedback

360 degree feedback is mainly used as a way of identifying strengths and development needs of an individual. It’s used often as part of a leadership or personal development programme, or alongside coaching – but not so often as part of the development of team performance. With a greater focus on rewarding, empowering and driving team performance, why is that?…

Build Succession Plans based on solid Career Conversations

We've blogged before about Succession Planning and taking the organisational view to manage business risk.  Now let's bring in the 'flip side' of the Succession Planning equation - the 'employee voice'.…

Is Continuous Performance Management right for your organisation?

There’s plenty of talk about Continuous Performance Management. But is it right for your organisation? Is it worth the upheaval? And what are the signals or flags to know if this is the right call for your company? These were the first questions asked by the attendees at our webinar hosted by CIPHR.…

Using a 9 box grid: an invaluable tool for succession planning

The 9 Box Grid – or the Performance/Potential Grid as it is sometimes known – is a highly useful tool used in succession planning. It enables you to plot all those in the talent pool in one place based on their current potential and performance. …

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