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This is great! I share DNA with this woman! I will be checking in often!

Alanna :)

Your thought resonate with my own. Recently, I posted a blog article, "Coaching Toward Competencies" in which I talked about how competency modeling is highly relevent for leadership coaching today. Like you, back in the 90"s I saw tremendous shifts occur in organizations that committed to a ground up process of competency modeling. Employees became engaged, the culture was shaped by a shared language which developed out of the process and the link between compensation and competency development felt revolutionary in some important ways. So, what happened?

I have clients who report to me that their competency programs are alive and well. So, for some it has become a way of life in the organization. For others, I am not so sure. When leaders change, a competency program may seem, to the newly inducted, well, foreign.

But also, I think to some extency, competency development simply evolved and became embedded in the ways we think about pay. For instance, when I develop performance and compensation systems for clients, I explain progression through the pay range in terms of competency development and use words like "accelerate" and "de-celerate".

And finally, I also think the long term commitment required to develop a competency mode is out of sync with the short term focus of organization's today. I find that I must present competency concepts and ideas in chunks in order to make it attractive. This is not ideal, and if we can generate new energy and re-investment in the process, we will go a long way toward improving employee engagement in organizations.


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