Browsing: Competency Based Talent Management

According to an article in HBR “CEOs need to pay attention to Employer Branding”, the war for talent is on once again.  As unemployment has dropped significantly, employers are fighting for top talent.  “In a recent 2015 survey, 73% of CEOs reported being concerned about the availability of key skills.” This time the focus is on employer branding as a way to strengthen recruiting and gain recognition as an “Employer of Choice”.  Many of our clients are placing employee engagement at the top of their list of strategic objectives.  It seemed to be a trend I didn’t quite understand but now I get it.  Employees themselves are critical communicators of the employer brand.  “The rise of social media has made companies a great deal more…

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A few weeks ago I shared a presentation I did at the Investment Recovery Association annual conference. I stopped just short of “how to” move form 30X to 300X. So, here goes . . . . .  If you agree that IR has the opportunity to play a more strategic role, then how do they get there?  How do they get to 300X?  How do they gain respect in the Supply Chain?  It must start with the Investment Recovery function first.  IR needs to change the way it thinks about its’ role (the context under which it operates) and then change the way the rest of the organization thinks.  This may sound easy BUT it is not.  At the beginning, IR will need to “push”…

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In doing research for an upcoming leadership coaching session with a CEO, I came across something in Forbes that I cannot resist taking on (you see, normally I’m quite a shy person ;-) ).  The author (Mike Myatt) makes a bold statement saying that companies are doomed to failure if they use a competency based model and that it “eviscerates talent development”.  Unfortunately, while he is trying to make a very important point that strategic (soft) skills are far more important than technical skills, he blames competency based models as the culprit when what he should be attacking is the content of the model.  His real point is that competency models that consist of Technical competencies and don’t account for Strategic competencies are doomed to…

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At The Mpower Group we are strong proponents of Competency Based Talent Management.  One of the greatest assets most organizations have is their talent, yet few companies make the investment in that asset relative to other investments.   A large part of our consulting practice in fact is focused on helping organizations build capability and competency through Competency Based Talent Management (“CBTM”).   We look at CBTM as a system that needs to be managed as such.  We also believe that, at its core, is a well- defined competency model that helps employees understand what behaviors are required to be successful in their role.  One element that is often a given, is Performance Management.  Companies have built elaborate systems and spent millions of dollars to evaluate employees on…

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My original title was going to be ”Just Hire Skirts” but I was told in no uncertain terms that some might find that offensive, regardless of my message :-) .  There is the famous story of Michael Jordan never winning a championship till the 1991 finals against the Lakers (I watched at the clubhouse in Pebble Beach with a number of clients on a TV we had them drag in during our dinner- the club was not happy :-( ) when his coach pointed out to him that he was part of  a team, and Paxson was open while Jordan was being double teamed and missing shots.  Bill Russell (11 championships in 13 years) was asked if the Miami Heat was going to win when…

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