Competency Framework
Since the change in the VUCAD world is the only constant, organizational leaders at all levels irrespective of their functions, in order to lead the change must aim at making themselves more competent continually. Competency development is a journey towards excellence and not a destination. This is true for both behavioural and functional competencies. To enable the team members to develop themselves in this journey of excellence, organisations create and deploy competency frameworks which, when implemented well, can increase clarity around performance expectations and establish a clear link between individual and organisational performance.
GrowthSqapes’ competency framework focuses on the development of behavioural competencies that drive individual as well as organizational capability building leading to business impact.
OUR 4E IMPACTFUL LEADERSHIP COMPETENCY FRAMEWORK
4 Leadership Areas / 3 Behaviours in Each Area/ 4 Levels of Each Behaviour
WHAT THE 4E FRAMEWORK RESULTS INTO
Objectives
- To create a mechanism of sustained competency development of team members.
- To peg the organization to global standards and levels of performance.
- Develop behavioural competencies that facilitate agility in the entire organisation.
- Create a robust pool of competent leaders.
Who Should Attend?
Leadership team members across functions and levels.
Key Learning for Participants
- Understand the styles and behaviours desirable in a specific leadership role.
- Align oneself to higher-order self-awareness and purposes that translate as a durable driver of career success.
- Embark upon a developmental road map for self-development towards different/higher-order roles.
- Learn how to be more productive, adaptive and effective in one’s role in the organization.
Business Impact for the Organization
- Improved role effectiveness of the leadership team member.
- Gives team members an insight into the overall strategy of their team, department, and organization, leading to greater engagement and motivation.
- Development of leadership competencies that facilitates agility in the entire organisation.
- Creation of a more innovative, creative and transformed organisation.
Design Elements
Organisational diagnostics
Individual assessments
IDP creation
Training workshops
Actioned Learning Projects
Coaching and Feedback sessions
Delivery Elements
Facilitation /presentation
Activity / simulations
Role play / real play
Case study Discussion
Audio Visuals
Technology blend
Assessment Centre
An Assessment Centre (AC) is a platform for evaluating an individual’s suitability for specific job roles. It includes several exercises like aptitude tests, personality evaluations, case studies, simulations and interviews. As an exercise (AC) helps organizations better predict candidate performance and potential for a proposed position. While a traditional, in-person AC involves in-person discussions and group exercises for which candidates are invited to a specific venue, a virtual AC is used to host such activities digital platforms supporting remote evaluations. When both modes, which is the in-person and virtual is mixed, the result is a blended AC.
GrowthSqapes has full capacity and world class capability to design and conduct assessment centres in in-person, virtual and blended modes for all levels of participants.
Objectives
- Create a mechanism for assessing talent for various purposes.
- Help assess focus on tackling challenging scenarios that involve strategizing, problem solving, decision making, communications, risk taking, etc.
- To create a framework for measuring competencies.
- Foster scientific and validated methods of selecting and managing talent.
When should it be done
- Personnel selection and hiring.
- Identification of high potential employees.
- Identification of strengths and areas for training and development.
- Succession planning.
Key learning for participants
- An experiential way of knowing one’s own standing in a selection exercise.
- Validation of skill/competence in a scientifically validated manner.
- Ways to get tested on tools that are used by the organization for talent management.
- Ways to improve one’s competence across competencies.
Business impact for organization
- Identification of candidates with shared organization qualities.
- More consistent and precise assessment methods than a conventional hiring procedure through the use of a broader range of methods.
- Assurance of a selection process that is purely on the basis of qualifying criteria and not just subjective beliefs.
- Prediction of future job performance and contribution to the organisation through the use of predictive analytics.
Design elements
Physical (in-person)
virtual
Blended
Delivery elements
Psychometric / Cognitive assessments
Case study
Behaviour Event Interview
Role play
In-tray
Focus Group Discussion