Managers Assist Workforce to Develop Competencies

Competency stands for engaging employees through knowledge and behavioral changes, which enhance the skills, values and performance of the team. Corporate training companies focus on goals and objectives that define the employees’ accomplishments. The competencies foster workforce professional growth, assist organizations for high performance, and strengthen organizational culture.

According to the Office of Personal Management USA, 72% of organizations have been invested in managers’ training and developing programs for building performance management competencies in their supervisors and team leaders. These competencies are forming the basis for outstanding supervision and leadership that requires effective management performance.

Steps to Cultivate Competencies in the Team

Competencies are the integrated moves for exploring careers and their skill requirements, and using those skills with efficiency. Corporate training programs encourage the workforce to improve skills in every domain like Finance, Administration, and Technical.

Competencies VS Potential

Competencies and potential are two different words which are mostly misunderstood by many managers and leaders. Potential defines the future perspective of something which can be near to reality or otherwise. But on the other hand, competency is a word that defines the quality, abilities and capacities of an individual. Competencies can be verified, testified, assessed and documented but potential cannot.

The mismatching of potential and competencies creates various consequences which are unsurprisingly costly, unattractive outcomes, diminished levels of engagement, and so on. Managers need corporate training programs to exercise task-specific diagnostic discipline with experienced workforce to take up the new duties and treat them where they are, not where they have the potential be to.

Take Time for Building Competency

Building competencies in individuals takes time. It is like a child born with no abilities and competencies. With the passage of time when the child grows, he/she eventually starts picking up new things and building competencies to accomplish new goals. Same as the employees, managers need to take time out to show and explain to them step-by-step how tasks must be done. When employees are having hard time doing something, managers should guide them to build their confidence and competencies.

There are five steps that should be followed in order to build a competency:

  1. Explain the task in clear words.
  2. The manager must let the team watch while he/ she is performing the task.
  3. The manager must do the task with the team.
  4. Supervise the team while doing the task.
  5. When the manager feels that employees are ready to perform the task without any guidance, appreciate and encourage them to complete the task by themselves.

Sam Shriver suggests corporate training companies to critically assess the competencies of learners on the basis of performance history and rank them according to the skills from alignment to enhancement and then mastery.

Alignment stands for lower level of competence in which the manager needs to provide the learner with the advantage of their experience. During this stage, the learner will be provided with particular directions and get feedback from the manager as he/ she makes a move on the particular direction.

Enhancement is an appropriately established basis for the learner to add both depth and perspective. The feedback provided from the leader helps to increase accuracy and efficiency in the learner’s work.

Mastery is a high level of competence of the learner to become the manager. The execution of the task turns into a matter of routine execution. When the learner starts managing and executing tasks like a manager, it becomes hard to differentiate between their works.

Managers’ trainings helps both managers and leaders for making a competency structure which is a compelling technique to evaluate, maintain, and monitor the learning, abilities, and traits of individuals in the workplace. The system permits the learner to quantify current competency levels to ensure that the staff aptitudes that are expected to increase the value of the business. It assists managers to make decisions for duties according to the abilities and capabilities of the workforce. Distinguishing the skills and abilities of every individual helps to empower the budget and plan of the training and development the organization.

Undoubtedly, the process of building competencies is time consuming and complicated. However, the expanded level of comprehension and linkage between individual roles and organizational performance is well justified and regardless of all the trouble.