<\/p>\n\n\n\n
Many of the examples available out there aren\u2019t actually all that useful, which goes a long way towards explaining why frameworks have been set aside over the past few years. <\/p>\n\n\n\n
<\/p>\n\n\n\n
So how can you pick a model that will work for your organisation in a sea of beige ineffective grids? Which template could help you achieve the results you are looking for? <\/p>\n\n\n\n
<\/p>\n\n\n\n
At Let\u2019s Talk Talent, we\u2019ve made it easy for you by reviewing a few typical competency models and highlighting some key success factors.<\/p>\n\n\n\n
<\/p>\n\n\n\n
In this article, you will discover:<\/h3>\n\n\n\n\n\n\n- What to avoid when looking for a competency framework example<\/a>\n
\n- Bland corporate jargon<\/a> <\/li>\n\n\n\n
- Vague job descriptions<\/a> <\/li>\n\n\n\n
- Complexity<\/a> <\/li>\n<\/ul>\n<\/li>\n\n\n\n
- What to look for in a competency framework example<\/a>\n
\n- A defined purpose<\/a> <\/li>\n\n\n\n
- An aspirational document<\/a> <\/li>\n\n\n\n
- A clear career map<\/a><\/li>\n<\/ul>\n<\/li>\n\n\n\n
- Want to learn more about competency frameworks?<\/a><\/li>\n<\/ul>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n
<\/p>\n\n\n\n
What to avoid in a competency framework example<\/strong><\/strong><\/h2>\n\n\n\n![\"\"](\"https:\/\/letstalktalent.co.uk\/wp-content\/uploads\/2022\/01\/Competency-Framework-Example-1024x316.png\")
<\/figure>\n\n\n\nWe\u2019ve all seen or used something similar to the above grid at some point in our professional lives. Why is it so popular, yet so ineffective?<\/p>\n\n\n\n
<\/p>\n\n\n\n
What to Avoid: competency templates full of generic corporate jargon<\/h3>\n\n\n\n
Competency frameworks shouldn\u2019t be generic grids. In order to be successful, they should reflect your internal culture and mirror your cultural DNA. Their role is to show employees what it\u2019s like to work for you, and clearly illustrate how it differs from working for one of your competitors.<\/p>\n\n\n\n
<\/p>\n\n\n\n
If your people do not see themselves reflected in the document (hence the importance of using inclusive language), adhesion will prove much harder. Make sure that anyone reading your competency frameworks recognises that they were created by, and for you.<\/p>\n\n\n\n
<\/p>\n\n\n\n
What to avoid: vague competency framework examples<\/h3>\n\n\n\n
After going through the framework above, would you understand how to do your job well? Most models focus on telling staff what to do to move from point A to point B. We believe competency frameworks should go further and actually inspire people. Don\u2019t just give them a list of skills to interpret: show them exactly what good looks like for any specific role.<\/p>\n\n\n\n
<\/p>\n\n\n\n
What would be an example of a great performance? Give as much clarity as you can so employees know how to go about doing the job well. Provide both good and bad scenarios. And don\u2019t forget that it\u2019s not just about the \u2018what\u2019, it\u2019s also about the \u2018how\u2019. <\/p>\n\n\n\n
<\/p>\n\n\n\n
The traits, behaviours and attributes you expect your employees to display are just as important as the knowledge or experience you expect them to bring to the table.<\/p>\n\n\n\n
<\/p>\n\n\n\n
What to avoid: complex competency grids<\/h3>\n\n\n\n
The main objective of competency frameworks is to provide clarity. Anything complex, multitiered or multi-layered should be avoided. Check the final product provides clear answers to the following key questions: <\/p>\n\n\n\n
\n- What do I need to do to be successful within this organisation?<\/li>\n\n\n\n
- How do I need to do it? <\/li>\n\n\n\n
- How do I navigate my career here? <\/li>\n<\/ul>\n\n\n\n
And don\u2019t just take your own word for it. Test drive your competency frameworks. Throughout the design process, organise focus groups, put your working documents in front of people and find out if they need to be adapted. Effective tools can only be developed through a collaborative, iterative process. <\/p>\n\n\n\n
<\/p>\n\n\n\n
Now that we\u2019ve had a look at the worst, let\u2019s have a look at what works.<\/p>\n\n\n\n
<\/p>\n\n\n\n
What to look for in an effective competency framework<\/h2>\n\n\n\n
<\/p>\n\n\n\n![\"\"](\"https:\/\/letstalktalent.co.uk\/wp-content\/uploads\/2022\/01\/Competency-framework-good-example-1024x512.jpg\")
<\/figure>\n\n\n\nLook for: competency framework examples that show a defined purpose<\/h3>\n\n\n\n
To achieve results, you\u2019ll need to know what kind of results you\u2019re hoping for. What\u2019s the problem you are trying to solve? What\u2019s your big exam question? Figuring this out from the start will ensure you weave that objective into everything you do. For example, an organisation looking to improve its internal culture to focus on equality, diversity and inclusion (ED&I) should start the design process by having discussions with various members of its communities.<\/p>\n\n\n\n
<\/p>\n\n\n\n
The resulting tool should mirror your cultural DNA, whilst being closely linked to your business purpose. As a test, have a look at the above framework and try to find out which big exam question it is trying to answer.<\/p>\n\n\n\n
<\/p>\n\n\n\n
Look for: aspirational competency grids<\/h3>\n\n\n\n
Ultimately, competency frameworks are about driving high performance. As such, they should demonstrate how to go further than just \u2018getting the job done\u2019. They should state how employees can strive for more, show initiative and contribute to organisational goals through the skills, traits and behaviours they bring to the table. After all, the main objective of competency frameworks is to foster and develop high performance, both from an individual and business point of view. <\/p>\n\n\n\n
<\/p>\n\n\n\n
Look for: competency frameworks with a clear career map<\/h3>\n\n\n\n
Competency frameworks aren\u2019t just about the here and now. They constitute a stepping stone for career progression. By answering the question \u2018How can I navigate my career here?\u2019, they focus your people\u2019s gaze and allow staff to cut through the noise and select the opportunity that is most suited to their skills and ambitions. <\/p>\n\n\n\n
<\/p>\n\n\n\n
The above template, as an example, is part of a series of three frameworks, each specific to a broad job level: employee, management, leadership. Producing the frameworks and rolling them out to the organisation allowed everyone to gain a clear understanding of what was needed to progress to the next level, thus focusing less on the roles and more on the possibilities. <\/p>\n\n\n\n
<\/p>\n\n\n\n
If you\u2019d like to know more about how to use competency frameworks to help career development<\/a>, have a read of our blog article.<\/p>\n\n\n\n![\"\"](\"https:\/\/letstalktalent.co.uk\/wp-content\/uploads\/2022\/01\/WhatsApp-Image-2022-01-21-at-22.33.02-1024x512.jpeg\")
<\/figure>\n\n\n\nWhat we can learn from these competency framework examples<\/h2>\n\n\n\n
Competency frameworks can be powerful tools to generate high performance, motivation and staff retention. However, to achieve these results, you\u2019ll need to do much more than go through the motions of filling in grid templates. You\u2019ll need to break the mould. Make sure you design frameworks that represent your organisation and the people in it, and are fluid, dynamic and also aspirational. <\/p>\n\n\n\n
<\/p>\n\n\n\n
Most importantly, don\u2019t be afraid to modify them. Your business is an ecosystem, constantly adapting to many factors. Competency frameworks should follow suit. Test them regularly, check to see if they still resonate with staff, and iterate often. <\/p>\n\n\n\n
<\/p>\n\n\n\n
When done right, competency frameworks can unlock every single aspect of your talent management strategy, from recruitment to retention.<\/p>\n\n\n\n
<\/p>\n\n\n\n
If you\u2019d like to know more about competency frameworks:<\/h2>\n\n\n\n\n- Download our free competency frameworks whitepaper <\/a><\/li>\n\n\n\n
- Have a look at our competency framework services<\/a> page <\/li>\n\n\n\n
- Book a call with us<\/a> to discuss your challenges<\/li>\n<\/ul>\n\n\n\n\n\t\n\t\t\n\t\t\t\n\t\t\t\t\n\t\t\t\t\t
![\"\"](\"https:\/\/letstalktalent.co.uk\/wp-content\/uploads\/2021\/11\/Competency_Whitepaper_Mockup-540x360.png\")
\t\t\t\t<\/div>\n\t\t\t<\/div>\n\t\t\t\n\t\t\t\t\n\t\t\t\t\t\n\t\t\t\t\t\t\n\t\t\t\t\t\t\tDownload our guide to modern competency frameworks<\/red> \t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t
- \n
- What to avoid when looking for a competency framework example<\/a>\n
- \n
- Bland corporate jargon<\/a> <\/li>\n\n\n\n
- Vague job descriptions<\/a> <\/li>\n\n\n\n
- Complexity<\/a> <\/li>\n<\/ul>\n<\/li>\n\n\n\n
- What to look for in a competency framework example<\/a>\n
- \n
- A defined purpose<\/a> <\/li>\n\n\n\n
- An aspirational document<\/a> <\/li>\n\n\n\n
- A clear career map<\/a><\/li>\n<\/ul>\n<\/li>\n\n\n\n
- Want to learn more about competency frameworks?<\/a><\/li>\n<\/ul>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n
<\/p>\n\n\n\n
What to avoid in a competency framework example<\/strong><\/strong><\/h2>\n\n\n\n
<\/figure>\n\n\n\nWe\u2019ve all seen or used something similar to the above grid at some point in our professional lives. Why is it so popular, yet so ineffective?<\/p>\n\n\n\n
<\/p>\n\n\n\n
What to Avoid: competency templates full of generic corporate jargon<\/h3>\n\n\n\n
Competency frameworks shouldn\u2019t be generic grids. In order to be successful, they should reflect your internal culture and mirror your cultural DNA. Their role is to show employees what it\u2019s like to work for you, and clearly illustrate how it differs from working for one of your competitors.<\/p>\n\n\n\n
<\/p>\n\n\n\n
If your people do not see themselves reflected in the document (hence the importance of using inclusive language), adhesion will prove much harder. Make sure that anyone reading your competency frameworks recognises that they were created by, and for you.<\/p>\n\n\n\n
<\/p>\n\n\n\n
What to avoid: vague competency framework examples<\/h3>\n\n\n\n
After going through the framework above, would you understand how to do your job well? Most models focus on telling staff what to do to move from point A to point B. We believe competency frameworks should go further and actually inspire people. Don\u2019t just give them a list of skills to interpret: show them exactly what good looks like for any specific role.<\/p>\n\n\n\n
<\/p>\n\n\n\n
What would be an example of a great performance? Give as much clarity as you can so employees know how to go about doing the job well. Provide both good and bad scenarios. And don\u2019t forget that it\u2019s not just about the \u2018what\u2019, it\u2019s also about the \u2018how\u2019. <\/p>\n\n\n\n
<\/p>\n\n\n\n
The traits, behaviours and attributes you expect your employees to display are just as important as the knowledge or experience you expect them to bring to the table.<\/p>\n\n\n\n
<\/p>\n\n\n\n
What to avoid: complex competency grids<\/h3>\n\n\n\n
The main objective of competency frameworks is to provide clarity. Anything complex, multitiered or multi-layered should be avoided. Check the final product provides clear answers to the following key questions: <\/p>\n\n\n\n
- \n
- What do I need to do to be successful within this organisation?<\/li>\n\n\n\n
- How do I need to do it? <\/li>\n\n\n\n
- How do I navigate my career here? <\/li>\n<\/ul>\n\n\n\n
And don\u2019t just take your own word for it. Test drive your competency frameworks. Throughout the design process, organise focus groups, put your working documents in front of people and find out if they need to be adapted. Effective tools can only be developed through a collaborative, iterative process. <\/p>\n\n\n\n
<\/p>\n\n\n\n
Now that we\u2019ve had a look at the worst, let\u2019s have a look at what works.<\/p>\n\n\n\n
<\/p>\n\n\n\n
What to look for in an effective competency framework<\/h2>\n\n\n\n
<\/p>\n\n\n\n
<\/figure>\n\n\n\nLook for: competency framework examples that show a defined purpose<\/h3>\n\n\n\n
To achieve results, you\u2019ll need to know what kind of results you\u2019re hoping for. What\u2019s the problem you are trying to solve? What\u2019s your big exam question? Figuring this out from the start will ensure you weave that objective into everything you do. For example, an organisation looking to improve its internal culture to focus on equality, diversity and inclusion (ED&I) should start the design process by having discussions with various members of its communities.<\/p>\n\n\n\n
<\/p>\n\n\n\n
The resulting tool should mirror your cultural DNA, whilst being closely linked to your business purpose. As a test, have a look at the above framework and try to find out which big exam question it is trying to answer.<\/p>\n\n\n\n
<\/p>\n\n\n\n
Look for: aspirational competency grids<\/h3>\n\n\n\n
Ultimately, competency frameworks are about driving high performance. As such, they should demonstrate how to go further than just \u2018getting the job done\u2019. They should state how employees can strive for more, show initiative and contribute to organisational goals through the skills, traits and behaviours they bring to the table. After all, the main objective of competency frameworks is to foster and develop high performance, both from an individual and business point of view. <\/p>\n\n\n\n
<\/p>\n\n\n\n
Look for: competency frameworks with a clear career map<\/h3>\n\n\n\n
Competency frameworks aren\u2019t just about the here and now. They constitute a stepping stone for career progression. By answering the question \u2018How can I navigate my career here?\u2019, they focus your people\u2019s gaze and allow staff to cut through the noise and select the opportunity that is most suited to their skills and ambitions. <\/p>\n\n\n\n
<\/p>\n\n\n\n
The above template, as an example, is part of a series of three frameworks, each specific to a broad job level: employee, management, leadership. Producing the frameworks and rolling them out to the organisation allowed everyone to gain a clear understanding of what was needed to progress to the next level, thus focusing less on the roles and more on the possibilities. <\/p>\n\n\n\n
<\/p>\n\n\n\n
If you\u2019d like to know more about how to use competency frameworks to help career development<\/a>, have a read of our blog article.<\/p>\n\n\n\n
<\/figure>\n\n\n\nWhat we can learn from these competency framework examples<\/h2>\n\n\n\n
Competency frameworks can be powerful tools to generate high performance, motivation and staff retention. However, to achieve these results, you\u2019ll need to do much more than go through the motions of filling in grid templates. You\u2019ll need to break the mould. Make sure you design frameworks that represent your organisation and the people in it, and are fluid, dynamic and also aspirational. <\/p>\n\n\n\n
<\/p>\n\n\n\n
Most importantly, don\u2019t be afraid to modify them. Your business is an ecosystem, constantly adapting to many factors. Competency frameworks should follow suit. Test them regularly, check to see if they still resonate with staff, and iterate often. <\/p>\n\n\n\n
<\/p>\n\n\n\n
When done right, competency frameworks can unlock every single aspect of your talent management strategy, from recruitment to retention.<\/p>\n\n\n\n
<\/p>\n\n\n\n
If you\u2019d like to know more about competency frameworks:<\/h2>\n\n\n\n
- \n
- Download our free competency frameworks whitepaper <\/a><\/li>\n\n\n\n
- Have a look at our competency framework services<\/a> page <\/li>\n\n\n\n
- Book a call with us<\/a> to discuss your challenges<\/li>\n<\/ul>\n\n\n\n
\n\t\n\t\t\n\t\t\t\n\t\t\t\t\n\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t<\/div>\n\t\t\t\n\t\t\t\t\n\t\t\t\t\t\n\t\t\t\t\t\t\n\t\t\t\t\t\t\tDownload our guide to moderncompetency frameworks<\/red> \t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t - Have a look at our competency framework services<\/a> page <\/li>\n\n\n\n
- Download our free competency frameworks whitepaper <\/a><\/li>\n\n\n\n
- An aspirational document<\/a> <\/li>\n\n\n\n
- Vague job descriptions<\/a> <\/li>\n\n\n\n
- Bland corporate jargon<\/a> <\/li>\n\n\n\n