For illustration, here are 5 common competencies that left undefined and often lead to conflict or worse - termination of employment:
- Customer Service
- Business Acumen
- Written Communications
- Conflict Management
A few years back I was interviewing individuals for a nursing position. I was excited to have a "live one" — you know, the unicorn. The person who had the resume showed up to the interview on time, made eye contact, smiled and had reviewed our website to understand all about our practice. We talked for an hour — I heard birds singing it went so well. Then, at the end of the interview, she asked, "I won't have to draw any blood, or provide injections right?" I indicated that there might be an instance — to which she replied, "needles make me faint."
I tell you this, not because I feel bad about the RN, but rather I almost made an epic fail
by assuming a competency based on technical experience. She most certainly had the ability to get through a 4-year program at university and maintain a good job, but
she couldn't perform a task that I had considered to be a core competency of the position. I mean, if she applied for the job, shouldn't she assume the very basic
of skills is required before applying for the position? While this may be an easy example, think about other competencies that might be a little more subjective, like "takes initiative." What exactly does that look like?
So here it is, in a nutshell, the advise-portion of this article. Whether you are an employee wanting to advance, or in a supervisory position– don't assume or place judgment. Ask yourself, what competency is lacking? How can I define or improve to the benefit of my career? What gets in the way of just asking for improvement? It might be as simple as redefining or advancing a competency previously taken for granted. *Bradison Management Group assists businesses with analyzing current processes, providing implementation support and employee engagement training.