A competency is a measurable characteristic of a person that is related to success at work. It may be a behavioural skill, a technical skill, an attribute (such as intelligence) or an attitude (such as optimism). Competencies are observable and measurable characteristics of a person that include using knowledge and demonstrating skills, behaviours and abilities that contribute to improved performance.
A competency model is a list of behaviours that define a role, business, team or organisation. Competencies differentiate average performers from superior performers and assist any organisation in identifying and developing talent.
Lominger Competencies Model
Lominger’s view on competencies focuses on competitive-edge competencies, that can be used to differentiate levels of performance. To do this, a competency model has to take four types of competencies into account.
Price of Admission competencies – important across all levels and many people are good at them
Competitive-edge competencies – significantly more important but few people are good at them
Competitive-edge competencies that are level driven – unique competencies across organisational levels
Competitive-edge competencies that are job-driven – unique differences between functions.
As shown below, each Lominger competency is broken into 3 levels of definition: Overuse, Skilled and Unskilled. (Refer sample Business Acumen as shown in Appendixes). In turn, each competency is made up of approximately 5-7 Aspects.
These Aspects are measurable on a 10 point scale, which provide a depth of detail to achieve the desired behaviour shift.