In business, we often take stock of materials and equipment meticulously but not that of the human skills with as much seriousness. We hear people say, I have able people but still don't get desired Performance.
Competency assessment and deployment is an important part of the job of leaders to get a desired level of Performance in a business setting. In order to do so, one must understand the difference between Ability, Capacity, Capability and the Competence.
As an example, one may say that, "I have the ability to write!"
But “How much can I write in what timeline?”
The ability (the skills) with a relevant measure to perform a given task or a process defines the capacity of a given person (just like that of an equipment) and in turn that of an entity. So one may say that my capacity to write is 50-words per minute (wpm) and I can keep writing for 1-hour at a stretch, say.
But “How much should I actually be able to write as per the demand of the situation?"
Say, the demand is to write 50-wpm for at least 2-hours at a stretch!
If I've the ability to improve to a level such that I can handle the gap between the demand and my current capacity level then I've the capability to perform at a raised level.
Can I win a competition of writing (speed & duration) though?
If I can challenge, compete & deliver the desired level of results (rather win the competition) in terms of quality and quantity successfully then "i am competent."
Accordingly, for Competency Assessment one may categorise employees as follows based on their competencies or the levels of their skills.
Five categories of employees based on their competency or skill levels to perform a job or a work are as follows.
1. Novices! or Beginners! - Those who ‘don’t know’ How & Why of the job.
2. Able! or Intermediates! - Those who ‘can do’ but ‘can’t deliver promises’.
3. Capable! - Those who ‘can’ & improve ‘capacity level to deliver promises’.
4. Competent! - Those who 'can troubleshoot & win' but ‘can’t transfer knowledge’.
5. Experts! - Those who have ‘knowledge, can perform, troubleshoot, and coach others to make them competent'.
Table (from my book "TPM for Reliable and Just-In-Time Value Delivery to Customer") shows the evaluation criteria and corresponding training implications to graduate to a higher skill or competency level.
So how does one get performance!
The equation I've put in my book: "Ego + Ego: We Go! Behavior Modulation Techniques To Improve Kaizen Leadership, Performance & Negotiation Skills" is as follows.
With the understanding on the difference between Ability, Capacity, Capability and the Competence, I would like to revisit the above equation to get Performance as follows in order to get a Desired Level of Performance.
To get a Desired Level of Performance, it is the Capacity in place of Ability.
Now the equation looks like as follows:
Capacity + Motivation + Environmental nudges = Desired Performance
To get a Raised level of Performance, it is Capability in place of Capacity.
Now the equation looks like as follows:
Capability + Motivation + Environmental nudges = Raised level of Performance
To get a Benchmark level of Performance, it is Competence in place of Capability.
Now the equation looks like as follows:
Competence + Motivation + Environmental nudges = Benchmark levels of Performance
Believing in self to perform, planning meticulously and executing the plan to win is to lead one-self!
Helping and enabling others to do so & create more leaders is about the leadership without which the journey (as follows) to create 'benchmarks' and create 'excellent*' organisations could be a nightmare!
The Journey:
Beginner! (to) > Able! (to) > Capable! (to) > Competent! (to) > Excellent* Company!
(*10 out of 10 on a Radar* scale of 0-to-10)
Also read a few relevant blogposts hereunder:
Do You Force Customers To Quit
In-a-problem ? No-problem! Dwell-a-while!
Customer or Custo-Mer ?
Experienced A Delightful Payment !
An Experience of Heart-and-Soul
Do you keep curing your brand ?
A customer gets what s/he deserves: Shoddy Quality!
Listen to iceberg of VOC to acquire customers
Less With More And More Gets Sore
Should one care for value ?
Can-changing-thoughts-change-a-nation
Ridiculous Poison-culture versus Maverick Kaizen-culture
Tolerate Once, Twice, Thrice?
The Business Of Businesses
That's how some business partnerships work
Taken-For-Granted ? You Deserve It !!
Strategise To Achieve Targets Daily
Does recognition really matter
That's How Morons Work
Simplicity Of Theory Of Relativity
