Lezlie Stephens and Erin Boettge from BizLibrary are presenting on competency-based training. BizLibrary helps organizations improve employee learning. The presentation will discuss the relevance of competency-based training in today's workplace and provide a 7 step process for creating a competency-based training program. Key aspects of competency-based training programs include alignment with organizational goals, being employee focused, building on strengths, and improving performance.

2. Presenting Today
Lezlie Stephens
Director of People Operations
BizLibrary
lstephens@bizlibrary.com
Follow along on Twitter: #BizWebinar @BizLibrary
Erin Boettge
Content Marketing Manager,
BizLibrary
eboettge@bizlibrary.com

3. BizLibrary helps organizations succeed by improving the way
employees learn.
www.bizlibrary.com/free-trial

4. ?
Are you currently
using competencies in
your training
program?

5. Does competency-based
training (CBT) remain
relevant in today’s evolving
workplace?

6. “[T]he most successful
strategies are those
that make learning a
continuous process,
hardwired into a
company's
metabolism.“
Meghan Biro, The New
Rules of Leadership

7. EXTERNAL CHALLENGES:
Change and capacity to adapt
INTERNAL CHALLENGES:
Employee retention
Workplace demographics

8. Competency-based training focuses on
identified workplace behaviors essential to
achieve organizational strategic goals.

9. Alignment
Employee Focused
Build on Strengths
Skills and Knowledge
Improved
Performance
Key Characteristics of
Competency-Based
Training Programs

10. Managers have unique opportunities in their daily interactions with
employees to empower them to discover and develop their strengths,
and they have the ability to position employees in roles where they can
do what they do best every day…
…Employees who feel engaged at work and who are able to use their
strengths in their jobs are more productive and profitable and have
higher quality work.
Source: Gallup Study, 2013 State Of The
American Workplace

11. 7 Key Steps to Creating a
Competency-Based Training Program
Performance
Analysis
Establish
Competencies
Establish Job
Role Standards
Identify Skill
Gaps
Create Individual
Development
Plans
Assess and
Measure
Repeat

12. Performance Analysis
Begin with the end in mind
Accomplishment of the
organization’s goals
Need for speed and need for
competency

13. Establish Competencies
Top performers across job
roles
Critical competencies and
capabilities
Common traits and strengths
of top performers

14. Competency Levels
CORE COMPETENCIES
Industry and culture
JOB FAMILY COMPETENCIES
Business discipline
JOB ROLE COMPETENCIES
Level of mastery required

15. What about new and emerging competencies?

16. SOURCE:
thefutureworkplace.com
• Inclusive decision making
• Genuine solicitation of feedback
Collaborative Mind-set
• Mentors and coaches team
• Provides straight feedback
Developer of People
• Use technology to connect customers and employeesDigitally Confident
• Has a diverse mind-set
• Prioritizes social responsibility
Global Citizen
• Builds accountability across levels
• Champions innovation
Anticipates and Builds
for the Future
Leadership 2020 Model

17. Learning Agility Defined:
The willingness and ability to learn from
experience and the ability to apply what
you’ve learned for effective performance in
new or unfamiliar conditions.

18. People who are learning agile: Seek out experiences to learn from; enjoy
complex problems and challenges associated with new experiences
because they have an interest in making sense of them; perform better
because they incorporate new skills into their repertoire.
A person who is learning agile has more lessons,
more tools, and more solutions to draw on when
faced with new business challenges.”
Source: Victoria Swisher, Becoming an Agile Leader

19. Establish Job Role Standards
The level of mastery required
Individual contributor,
manager or executive

20. Identify Skill Gaps
Difference between desired
and actual level of
performance
Focus on 3-4 competencies at
a time
Identify applied competencies

21. COMPETENCY SUPPORTING BEHAVIORS
Customer Focus Considers both short and long-term interests of the
customer in making service decisions
Creates strategies to help the organization serve
customers more effectively
Establishes and maintains effective relationships
with customers and gains their trust and respect.
Identify Skills Gaps

22. Individual Development Plans
Clarity of expectations
Both manager and individual
know the plan
Identify what support and
resources are needed
Individual owns their own
development and is proactive

23. What are my development
objectives?
What activities do I
need to undertake to
achieve my objectives?
What support/resources
do I need to achieve my
objectives
What are the
measures of
success?
Target date
for achieving
my objectives
Create an Individual Development Plan

24. Assess and Measure
Performance improvement
Behavior change
Organizational capabilities

25. Repeat…

26. KEY TAKE-AWAYS
Take time to understand what competencies are important to your
organization and employees.
Only focus on a few at time to be most effective.
Competency-based training focuses your training efforts based on
business needs and performance improvement.

27. QUESTIONS

28. Manager: Transforming into a Culture of
Accountability
NEW 5 Part Video Series
1. Employee: What is Accountability?
2. Employee: How to be Accountable
3. Manager: Getting Started on
Accountability
4. Manager: Transforming into a Culture of
Accountability
5. Manager: Leading Accountable Teams

29. Using Competencies Successfully -
Communicating the Way We Want People
To Work
How well do the people in
your organization know and
apply your competency
framework?
Competencies make explicit the
way your organization wants its
people to work. Using
Competencies Successfully
illustrates how to use them in
appraisals, in promotion interviews
and for self-development.

30. Try out these video lessons
and more!
Thousands of videos and unlimited access for
your employees.
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