The document discusses the relevance of competency-based training (CBT) in today's evolving workplace, emphasizing the need for continuous development to retain employees. It outlines key characteristics and steps for creating effective CBT programs, focusing on performance analysis, skill gaps, and individual development plans. The role of managers in empowering employees and fostering a culture of accountability is also highlighted, alongside an invitation to future webinars on leadership and training strategies.

2. Presenting Today
Jeremy Lieb
Director of Recruiting,
BizLibrary
jlieb@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. V U C A
VOLATILITY UNCERTAINTY COMPLEXITY AMIBIGUITY

7. With each generation entering the workplace, a greater emphasis is
placed on continual development as these new employees know that
they are unlikely to stay more than a few years;
…IT’S ABOUT WHAT THEY CAN DEVELOP AND ACQUIRE TO TAKE TO THE
NEXT STOP IN THE CAREER JOURNEY.
We know that effective leaders are one of the most important influences
on levels of engagement.
Source: Rebecca Ray, Employee Engagement in a
VUCA World

8. “[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

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

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

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

12. 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

13. 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

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

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

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

17. What about new and emerging competencies?

18. 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

19. 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.

20. 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

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

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

23. 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

24. 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

25. 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

26. Assess and Measure
Performance improvement
Behavior change
Organizational capabilities

27. Repeat…

28. 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.

29. 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

30. 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.

31. Join us for future webinars!
www.bizlibrary.com/webinars
For Upcoming and On-Demand Webinars
How to Gain Leadership Buy-In for
Your Training Program
Live Event: Wednesday, June 8th
1:00PM Central/2:00PM Eastern
Unlocking Potential to Lead and
Influence
Live Event: Wednesday, June 15th
1:00PM Central/2:00PM Eastern

32. Keep In Touch
Jeremy Lieb
Director of Recruiting,
BizLibrary
jlieb@bizlibrary.com
Follow along on Twitter: #BizWebinar @BizLibrary
Erin Boettge
Content Marketing Manager,
BizLibrary
eboettge@bizlibrary.com