Leadership & Coaching
Competency Development and Implementation
Success is driven by people within each and every company. But for a company to achieve success, its current and future employees must have the knowledge, skills, and abilities (KSAs) needed to outperform the competition and stay relevant in today’s fierce market. A competency is a group of highly interrelated attributes, including knowledge, skills, and abilities that give rise to the behaviors needed to perform a job effectively. Competencies can be either technical or behavioral. Identifying the different technical and behavioral competencies required throughout every position in an organization leads to a Competency Framework. It is essential for every company to develop a competency framework and define the required technical and behavioral competencies for each position. By doing so, a company will ensure that it attracts, measures, trains and retains the talent it needs that are a good business fit.
Behavioral Competencies: A behavioral competency refers to the behavioral requirements that will lead to satisfactory (or exceptional) overall job performance. Examples of behavioral competencies are business acumen, leadership, communication, and so forth.
Technical Competencies: A technical competency refers to the knowledge required to perform the job. For example, a technical competency for an accountant would be the ability to prepare a cash flow statement.
HRchitects has years of expert experience in developing and implementing Competency Frameworks. We performer to create the best in class talent. Work with us to explore how we can assist you with this critical infrastructure process.specialize in creating a leveled approach from new hire to advanced
Leadership is the most influential and critical element of all businesses. Effective leaders have the necessary tools and skills to inspire and impact their teams allowing firms to run competently and smoothly. Good leaders should understand the mission statements, objectives, actions plans and goals of the company to be able to lead your workforce into realizing them. It is indisputable that good leadership plays a major role in achieving success in a business venture. Building a strong management team takes time, insight and a long-term strategic view. All that your business venture is today and all that it will be tomorrow is a result of your leadership in directing the course your business will take. An expert in leadership Warren Bennis said, “A business short on capital can borrow money and one with poor location can move but a business short on leadership has little chance of survival”. This is just to emphasize the importance of good leadership in the success of your business. Good leaders: increase productivity; retain people; nurture future leaders; increase employee engagement; implement an effective leadership style, and make better decisions.
HRchitects provides best practice methodologies in leadership development. Known for its successful leadership development assessment centers and programs, HRchitects can carve out programs that are tailored, branded and delivered to meet your specific needs.
Why coach managers and supervisors? The goal of coaching is to work with the employee to solve performance problems and to improve the work of the employee, the team, and the department. Employees who respond positively to coaching and improve their performance can become valued contributors to the success of the business. Coaching offers solutions to many problems that disciplinary or performance improvement plans can't match: overcoming costly and time-consuming performance problems; strengthen employees' skills so you can delegate more tasks to them and focus on more important managerial responsibilities; boost productivity by helping your employees work smarter; improve employee engagement, and build a trusting relationship. Organizations need coaches because coaches help individuals identify and focus on what's important, which accelerates their success. Good coaches: create a safe environment in which people see themselves more clearly; identify gaps between where the employee is and where he needs or wants to be.