The Competency Evolution: Our Point of View

For decades, ā€œcompetenciesā€ have been used to inject research-based language into organizations as a way to differentiate what drives performance. However, the world of work has changed dramatically since their introduction, and continues to evolve! Pandemics. Work from anywhere models. The introduction of artificial intelligence. Flattened organizational structures. Employee pursuit of meaning. Diversity, Equity, and Inclusion emphasis. Increased global competition…and more.

The competency movement started when our co-founder, Robert Eichinger (and Michael Lombardo) founded LomingerĀ® in 1991 based upon their work at the Center for Creative LeadershipĀ®. Within a short period of time their 67-competency library was being used in organizations across the globe!

Competencies Need to Advance

As you scan the business management environment over the past decades, you don’t have to look far to find examples of organizations transforming industries. Netflix disrupted movie rental business and cable company models. Apple disrupted the way that we access music and interact with our phones. Zoom has accelerated the way that we conduct work every week. The approach to competencies needs to be disrupted to meet tomorrow’s talent management needs.

Idea Graphic
ā€œLove them or hate them, most organizations use competency frameworks ā€“ but often they are decried by managers and staff. Is it time to shake them up, give them a different name and get them adding more value?ā€ (Ayoubi) –HR ZONE

What We Have Learned

TalentTelligent was founded by Robert Eichinger and Roger Pearman to consolidate their lifetimes of learning and advance talent practices. Throughout the decades using competency-based approaches, they heard consistent feedback. Competencies provided a common language to use to build a talent management infrastructure yet using one list for the entire organization did not differentiate between the unique work at each level. Ultimately, where each employee works matters. The behaviors they need to exhibit to drive effectiveness are unique. It’s time for an approach that supports this fact.

Levels Matter

The world of a Leader, Manager and Individual Contributor are each unique. They require different behaviors to be effective.

We have built level-specific behavioral libraries for each of these levels so you can leverage talent tools that meet tomorrow’s talent challenges. The result?

Move Beyond Competencies

The competency movement has been impactful. It has been useful. It was built by our founders! But…the world has changed. It is time to advance this practice to get more focused on what drives outcomes at ALL levels. Rest assured, we have done all the heavy lifting so that you can use talent tools that are simple, scalable, and ensure you are self-sufficient in their use. Let’s partner today.