Dividing and Defining Organizational Performance/Development Competencies
As an executive team, the first step is to determine and agree on the key performance skill sets (or competencies), required for an individual to perform successfully within in your organization. The alignment of the executive team on this issue is as critical as it is on the company's mission, vision, values, business model, and strategic plan.
Remember, your team members, at every level, can participate in the selection and definition of your organization's core competencies. Involving your high performers, for example, enhances employee engagement levels by reinforcing that they are valued contributors whose experience and feedback matters.
Also keep in mind, competencies can be updated, upgraded, or changed to reflect current organizational needs. For example, in the beginning your organization may focus on developing customer service skills as you break into a new market. Over time the focus may shift from customer service to conflict resolution or negotiation skills as your employees continue to increase their fund of operational knowledge and skills. Reviewing competencies bi-annually is one way to ensure they are still relevant and reflect your organizational culture.
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