This document outlines an approach to developing valid and actionable competency models in 7 steps. It discusses conducting leadership interviews, job analyses, and job function surveys to gather objective data on key skills, knowledge, abilities, and behaviors needed for success. A behavioral assessment tool can help identify core personality traits of top performers. The competency model should be simple, targeted, and actionable. Competencies define capabilities at various proficiency levels. The launch involves communicating how competencies link to strategy, an interactive session, and initial tools. Further deployment phases additional tools over time. The next webinar will focus on competency-based talent development.

1. Part One: How To Develop Valid
And Actionable Competency
Models
Luciano Gregoretti
Consultant
908.897.0924
lgregoretti@talentfirst.com

2. 1 - How to Develop Valid
and Actionable
Competency Models
June 10th – 12th
2 - Competency-Based
Talent Development
June 24th – 26th
3 - Using Competency
Models to Hire Top
Talent
July 8th – 10th
4 - Competency Models
and Performance
Management
July 22nd – 25th
7 Steps to Building Top-Performing Organizations
Using Competency Models: Progression
5 - Competency-Based
Coaching
Aug 5th – 7th
6 - Competency Models
and Leadership
Development
Aug 19th – 21st
7 - Integrated Talent
Management and Cloud
Technology
Sep 2nd – 4th

3. Competencies 101

4. Business Case For Competencies
Financial Capital
Human Capital

5. What’s In It For…Everyone!?
EMPLOYEEMANAGER
 Clear expectations
 Ownership of development
 Increase performance
 More effective coaching
 Easier performance appraisal
 Better hiring decisions
 Reduce turnover
 Retain top talent
 Align behaviors with strategy
and vision

6. What are Competencies?
 Includes behavioral-anchored
descriptors of the capabilities
needed for success in a role(s)
 Includes how these capabilities are
applied or demonstrated at various
proficiency levels
Skills,
Knowledge
& Abilities
Applied for
Specific
Outcomes

7. Competency Models Need To Be:
Simple
Targeted
Actionable

8. Today or Tomorrow?
75% Critical Today
25% Future Focused

9. Form Follows Function
Learning
Applying
Leading
Expert
 Applies to those individuals who have become
function leaders and who are strategic and proactive
in the achievement of their business responsibilities
 Applies to those individuals who are able to work
independently and who are fully functional in the
position
 Applies to those individuals who are new in the
position and/or who have altered responsibilities
 Applies to those individuals who command an extensive
base of knowledge and organizational influence and who
actively coach and mentor others

10. Example of Competency
Learning Applying Leading Expert
Influencing & Consultative Selling
Uses a persuasive,
consultative selling model and
product knowledge to
influence customers to
choose Company’s products.
Completes pre-call plan to
identify objectives for each
customer interaction.
Evaluates results to refine
approach.
Engages customers to
understand their specific
needs and opportunities.
Tailors selling strategies and
approaches based on
individual customer
requirements and style.
Applies power of persuasion
to drive others’ decision
making and actions to
increase sales.
Anticipates customer needs
and proactively addresses
opportunities/issues to drive
increased short and long-term
business results in the
Territory. Delivers strategic,
value-added solutions for
customers that produce
mutually-beneficial results.
Demonstrates a track record
of driving positive action in
others.
Advances capabilities of peers
and serves as a resource for
consultative selling
techniques and influencing
best practices. Creates
champions throughout the
customer base for a broad
impact beyond product and
Territory. Sought out by
cross-functional partners to
develop and implement sales
strategies.
Customer Engagement
Definition: Cultivates relationships with key decision makers and applies persuasive, consultative
selling skills to increase access and gain product support to achieve Company and customer objectives.
Builds purposeful internal and external networks to develop and drive collaborative, value-added
solutions.

11. Competency
Development & Launch

12. It Starts With an Objective Analysis
Leadership
Interviews
Behavioral
Insight©
Job
Analysis
Job
Function
Survey
 Objective data linked to
performance
• Limits subjective biases
• Reduces risk to the organization
 Efficient, multi-pronged study
 Greater staff engagement and
ownership
TalentFirst Foundation Study

13. Leadership Interviews
Leadership
Interviews
Behavioral
Insight©
Job Analysis
Job
Function
Survey
 Capture strategic and systemic perspective
 Allow to incorporate vision and strategy in model
 Ensure optimal buy-in
 45’ minutes/ 1 hour interview

14. Job Analysis (real-life observations)
Leadership
Interviews
Behavioral
Insight©
Job Analysis
Job
Function
Survey
 Observe key behaviors in real life situations
 Understand context and environment
 Include top, average and low performers
 Provide qualitative data to be leveraged in survey
phase

15. Job Function Survey
Leadership
Interviews
Behavioral
Insight©
Job Analysis
Job
Function
Survey
 To gather large number of information around
KSAs
 Everyone is involved in the process!
 Buy-in and adoption

16. Behavioral Insight©
Leadership
Interviews
Behavioral
Insight©
Job Analysis
Job
Function
Survey
 Identify core personality traits that differentiate
top performers
 A valid and reliable online behavioral assessment
tool
 High-Performance Footprint

17. Launching Competency Systems
 Competency systems need to be launched for maximum impact and
sustainability
 Communication linking competencies to business strategy
 Interactive launch session
 1-2 competency-based tools and systems
 Post-launch – phased deployment of additional tools and systems

18. “Change the expectations, change the outcomes”

19. The Next Webinar…
REGISTER FOR THE NEXT WEBINAR!
Competency-Based Talent Development
June 24, 2014 at 1:00 - 1:30 PM ET
June 26, 2014 at 3:00 - 3:30 PM ET

20. Audience Questions & Answers
20

21. TalentFirst Headquarters
1011 US Hwy. 22 West
Bridgewater, NJ 08807

TalentFirst India
B 45 DSIDC Industrial Estate
Delhi 1100 95, INDIA

Luciano Gregoretti
Consultant
908.897.0924
lgregoretti@talentfirst.com