Comments on: Competencies and capability Part III: Bersin’s take http://donaldhtaylor.wordpress.com/2007/12/05/competencies-and-capability-part-iii-bersins-take/ People and Performance, Learning and Measurement, Human Capital and Talent Management Fri, 30 Oct 2009 18:31:24 +0000 http://wordpress.com/ hourly 1 By: Steve Rosenbaum http://donaldhtaylor.wordpress.com/2007/12/05/competencies-and-capability-part-iii-bersins-take/#comment-11960 Steve Rosenbaum Mon, 10 Dec 2007 14:49:41 +0000 http://donaldhtaylor.wordpress.com/2007/12/05/competencies-and-capability-part-iii-bersins-take/#comment-11960 Competency models are good a breaking things done into it's parts. I've seen competency models with as many as 500 to 900 separate competencies. Where they tend to fall apart is in two areas. First, few people use a competency one at a time. It's easy to lose the links especially in a multi-tasking environment. The example, you can have two competencies...walk ...chew gum. However, what you really need is to walk and chew gum and maybe while listening to your IPOD through a busy intersection. Second, you can often get so many competencies that you have trouble doing anything with them. With 900 competencies, where do you start. I think it's often helpful that once you have your competencies idenfied to do a some affinity diagramming to look for combinations and which things are used together. Then regroup and rewrite. Competency models are good a breaking things done into it’s parts. I’ve seen competency models with as many as 500 to 900 separate competencies.

Where they tend to fall apart is in two areas. First, few people use a competency one at a time. It’s easy to lose the links especially in a multi-tasking environment. The example, you can have two competencies…walk …chew gum. However, what you really need is to walk and chew gum and maybe while listening to your IPOD through a busy intersection.

Second, you can often get so many competencies that you have trouble doing anything with them. With 900 competencies, where do you start.

I think it’s often helpful that once you have your competencies idenfied to do a some affinity diagramming to look for combinations and which things are used together. Then regroup and rewrite.

]]> By: theotherthomasotter http://donaldhtaylor.wordpress.com/2007/12/05/competencies-and-capability-part-iii-bersins-take/#comment-11838 theotherthomasotter Sat, 08 Dec 2007 09:58:02 +0000 http://donaldhtaylor.wordpress.com/2007/12/05/competencies-and-capability-part-iii-bersins-take/#comment-11838 Hi Donald. Enjoying this series. And I fully agree about process first, tech second. Thomas Hi Donald.
Enjoying this series.
And I fully agree about process first, tech second.
Thomas

]]> By: donaldhtaylor http://donaldhtaylor.wordpress.com/2007/12/05/competencies-and-capability-part-iii-bersins-take/#comment-11723 donaldhtaylor Thu, 06 Dec 2007 13:47:10 +0000 http://donaldhtaylor.wordpress.com/2007/12/05/competencies-and-capability-part-iii-bersins-take/#comment-11723 Hi Jeremy I think it probably is implicit in the research. Bersin was looking at HR Talent Management processes, so I suppose you could say that the whole list is about building talent for the future, in particular future leaders. Hi Jeremy

I think it probably is implicit in the research. Bersin was looking at HR Talent Management processes, so I suppose you could say that the whole list is about building talent for the future, in particular future leaders.

]]> By: Jeremy Francis http://donaldhtaylor.wordpress.com/2007/12/05/competencies-and-capability-part-iii-bersins-take/#comment-11694 Jeremy Francis Wed, 05 Dec 2007 23:14:53 +0000 http://donaldhtaylor.wordpress.com/2007/12/05/competencies-and-capability-part-iii-bersins-take/#comment-11694 Perhaps implicit in Bersin's research - but I'm surprised that the identification and nurturing of next generation leaders doesn't feature more specifically (and near the top) on the 22 priority processes? Perhaps implicit in Bersin’s research – but I’m surprised that the identification and nurturing of next generation leaders doesn’t feature more specifically (and near the top) on the 22 priority processes?

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