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?…

How to receive feedback - graciously!

Receiving feedback - whether it's positive or not-so-positive - can be hard to do.  You can feel a range of emotions whether it's praise your getting or less than praise.  To help view, receive and take on board all feedback - and to do this with grace - we've pulled together seven simple rules. …

Not all 360 review systems are the same!

360 degree feedback has been around for decades - and online for a good many years. 360s have become a standard component of the Talent Management strategy. But, for some, little real thought is now given to the software used in this fundamental part of employee and leadership development. And yet, 360 degree feedback software varies so much in its capability and the insight it offers. 360s are certainly not all the same.…

6 reasons why you'd want to use 360 degree feedback with teams

360 degree feedback is traditionally – and widely – used as a way of identifying individual strengths and development needs. It’s used often as part of a leadership or personal development programme, or alongside coaching – but, it seems, it’s rarely used with teams. Why is that?…

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