Competency Based Learning
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The workplace equivalent of “teaching to the test” might be “we need training”. Why do individuals or organizations require training? Ideally, training is not applied as a one-size-fits-all answer to development, nor is it a knee-jerk reaction to a bad situation. Rather, effective training should be a planned and tailored implementation to elevate an employee’s skills required for efficacy in a current role, advancement to a future role or advancement of an enterprise-wide competency. Life Cycle Institute discusses actionable steps for assessing the current state of an employee or organization and developing a plan to advance towards competency through thoughtful and targeted training techniques
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Competency Based Learning
- 1. 1© Life Cycle Institute© Life Cycle Institute Competency Based Learning An Uptime Element supported by Life Cycle Institute best practices
- 2. 2© Life Cycle Institute What is competency-based learning? The meaning of competency-based learning (CBL) varies from organization to organization Competency (wikipedia): The ability of an individual to do a job properly. A competency is a set of defined behaviors that provide a structured guide enabling the identification, evaluation and development of the behaviors in individual employees.
- 3. 3© Life Cycle Institute
- 4. 4© Life Cycle Institute 6 essential components Choose a learner: role/function, division, entire organization Identify desired competencies Perform a gap analysis Develop Individual Development Plans (IDPs) Implement IDPs Monitor results. Adjust IDPs & coaching strategies as needed 1 2 3 4 5 6
- 5. 5© Life Cycle Institute Choose a learner • What is the scope of your competency-based learning program? • Who are the learners?
- 6. 6© Life Cycle Institute Identify desired competencies • Keep this simple • Limit to 8-10 competencies • Define basic, intermediate, advanced behaviors • Easy to read in a table format
- 7. 7© Life Cycle Institute Performing a gap analysis • Keep it simple • Manager and individual assess separately • Come to consensus • Choose a target level (basic, intermediate advanced) for each competency
- 8. 8© Life Cycle Institute Create individual development plan • Choose 2 competencies to work on within 90 days: – 1 that is achievable within 30 days – 1 with the biggest impact • Choose learning interventions to meet competency goal – Could be a class, advanced job responsibility, self- study or a combination • Identify timeframe and support needed
- 9. 9© Life Cycle Institute • Provide opportunity for learner to engage in activities to develop competency • Check in ideally every 2 weeks during timeframe • Adjust the plan as needed • Celebrate progress! Implement and monitor development
- 10. 10© Life Cycle Institute Implementing competency based LEARNING • People learn from their experiences. • The 70-20-10 model for learning design recognizes and leverages the way we really learn. – 70% – application, doing it, stretch goals – 20% – coaching, peers – 10% – classroom / formal • Organizations report people learn more, better, faster when 70-20-10 is applied. And they report up to a 75% reduction in their training spend!
- 11. 11© Life Cycle Institute 3A Learning® : a model to implement 70-20-10 Purpose Tools Align Assess need / skill gap Set goals Define follow up plan Blooms Learning Objectives Learning Impact Maps Assimilate 10% Active Learning Learning Objectives Application practice Facilitator Competencies Action Planning Impact map Apply 70% + 20% Document 90-day goals Accountability Sustain behavior change Results Partner with manager Follow through Coaching Celebrate success
- 12. 12© Life Cycle Institute 3A Learning® and ADKAR® ADKAR and ADKAR terms are trademarks of Prosci. Used with permission. www.change-management.com. Awareness Learning Impact Map objectives Desire Learning Impact Map behaviors / results Knowledge Relevant, participant-centered learning event Ability Mentor Coach Reinforcement Accountability Success stories Celebration
- 13. 13© Life Cycle Institute Education@LCE.com www.LCE.com 800-556-9589 The Life Cycle Institute is the learning, leadership and change management practice at Life Cycle Engineering.