Spencer Spencer Competency Dictionary Pdf

[Brook Mithani]

Cananyone provide me with samples of competency based job descriptions? What is your methodology to develop them, and how successful have you been in (1) implementing and (2) tying performance measures to the competencies. Thank you! Pam Baldwin

I have a simplistic view of competency frameworks in that I see them as largely generic. To link them with Job Descriptions I usually create the job description by writing down the tasks required choosing a wording which describes how they should look when done well. Then you can link competency statements to these in the form of a Person Specification.

Whether you develop the system through your internal HR business partners or through an external consultant, buy-in of the line management and/or stakeholders is going to be an integral step in ensuring success of your program.

Preparing competency based job descriptions would requrie you to define the competency dictionary for your organization - which would include functional (role / task specific) as well as behavioral competencies. Once you have these in place, you could then map these competencies to the different levels and positions in your organization.

Carl - we used the same process to create the level profiles. I agree it is an effective way to create meaningful profiles that are supported by the organization, since they were involved in the process.

Cindy

Hi Pam,

I take a completely different approach from DDI or the individual contributor-manager-leader strata. The exercise is facilitated by the HR consultant or internal HR business partner. The key stakeholders are producing the end result or output. Stakeholders include the manager of the targeted position, incumbent(s), other key stakeholders. Because it is facilitated by a process expert, the work and time is minimal for the stakeholders. The output is amazingly on target and valuable for the stakeholders. I refer to the final output as a master job profile which includes well written key accountabilities for the position and competencies for success. Employees, managers, senior executives own the output and use it throughout the life cycle from hiring to development, internal promotion consideration, talent gap analysis, coaching etc. .

Dear Cristina,

Your thoughts are nice but I would say there are certain Job descriptions

defined and they are standards which can be adapted outright. It is only required

if the Job has to be defined as per the Requirement of Organization. The responsibilities

are to be defined after designing the Job Description.The number of such jobs are rare and

seen in small organizations where the staffing is less.

I would tend to encourage Ms. Pam Baldwin define the competency framework for each job and from that framework to develop job descriptions. I would not look at the candidates, I would look at what the candidate need s in terms of competences, skills, and behavior and then build the ideal profile (the job specification). Only the third step would be to actually design the job description, which is a compilation of the scope of the role, major assignments in that role, reports to, relations with other departments, etc.

This is a very difficult issue, but I tried in my previous organization. We

have screened candidates and then taking into consideration his performance

during orientation subsequent induction his job profile was made. He was closely observed for 3

months. His performance has been up to mark and then his Job Specification and

description was finalized. I think this is the best procedure which can be tried.

What are the "relating" languages? What strategies do we use when interacting with each other under various conditions? How does one formulate a new taxonomy in a field? What information can we glean from our own emotional and physical reactions? What is authenticity? What are the strengths and weaknesses of various personality typologies?

Sara Ness is a facilitator, teacher, and community-builder who is internationally known for popularizing the field of Authentic Relating. Among other things, she co-founded and ran two of the longest-running AR communities in the world, compiled the source text for Authentic Relating, and built an online platform for AR and Circling practice that has run events for more than 1,200 consecutive days. Sara has worked with tens of thousands of students in sectors from Google to Mindvalley to Burning Man, teaching authentic leadership and social health. Her passion is in understanding how people can work together to create fulfilling groups that balance belonging, productivity, and self-expression. You can email her at sa...@authrev.com or learn more on her website, authrev.org.

JOSH: Hello, and welcome to Clearer Thinking with Spencer Greenberg, the podcast about ideas that matter. I'm Josh Castle, the producer of the podcast. And I'm so glad you joined us today. In this episode, Spencer speaks with Sara Ness about the Relating Languages, communication patterns and styles, and emotional awareness and authenticity.

SARA: Yeah. So I guess I want to say something first about why I thought that they were useful to come up with. So I teach this practice, Authentic Relating. And I've been really interested, for a long time, in how people communicate, starting from like co-living, and then into just like, ad hoc communities. And I got really into my practices, but then realized that for as good as these communication practices work, when people tried to do them with folks, they really didn't get along with or had a history with, like their parents or people they were on opposite sides of the political divide from, it just seemed like it broke down.

SARA: I couldn't figure it out for a long time. But it was almost like both people had to be willing to have the same conversations for the conversation to happen. And also the people that had learned really "good communication" thought that everybody should do it. Like there was this strong bias of, okay, now that we've learned these really good communication skills, we just need to teach them to the rest of the world, and then everyone will get along.

SARA: I just looked at history, and I was like, wait for a second like that has never happened. We've never come up with an amazing idea, and then just gotten everyone to adopt it and solve all our problems.

SARA: Whoo, yeah, good one. But even then you've got all the arguments about fluoride? I don't know. So I started questioning if I'm not anticipating that people are going to change, is there something that would describe more of how we relate with each other? And why we get into some of the conflicts that we do. And I realized that there were, as far as I could tell, like a lot of good systems out there for testing personality, but very few that described interaction styles. And obviously, this wasn't just like, I woke up one day and went, aha, here's an idea. It was like a lot of interacting with people and going, why can't I talk with them, and then paying more attention to their communication and realizing that people are kind of biased towards different forms of communication, right? Like some, you'll notice that some people tend to ask a lot of questions, right? And some people tend to tell a lot of stories. And other people always want to talk about certain topics, or it comes up in moments that they want to talk about topics, some people tend to be a little on the outside, observing some people crack a lot of jokes. So all of these I started thinking of as different languages. It's like you speak English, and when you walk into a space where everyone else is speaking Spanish, you're gonna feel really on the outside, right? For example, I lived in Italy for a while. And I had this experience once of being on a train, and I overheard these people, and it sounded like they were speaking Italian. But it was like, a little bit off. I couldn't understand anything about it. And I couldn't figure out why I didn't understand what language it was. And so finally, I went up to them, and they were speaking, I think it was Bulgarian. It was a language that was really similar to Italian. But just far enough off that, I couldn't understand what they were saying. And I think that there's a way that we get that a lot in social situations where even though we're speaking the same national language, we're communicating in really different ways. And it's not just about the intention behind what we're communicating. But it's like, that's part of it. But it's also just what we consider polite and what we consider normal. So if you're raised in a culture, where it's really polite to ask people questions, when you first meet them, and you meet someone that's from a culture where what's really polite is to tell people stories or introduce conversation topics, you're going to feel like the other person is really rude and doesn't want to get to know you. So that was kind of the theory that I worked off and as I discussed this with people and tested it, especially one of the things that were happening was I joined a new community. I was on this you know, Authentic Relating Conscious Communication, let's really feel each other. Let's be very curious. Let's hold lots of space, you know, all these kind of jargon words of basically how do we be the kindest and open to each other and really listen, and I was entering this community of artists and performers, folks that were really familiar with the nightlife, folks that had really interesting backstories and I just continuously felt missed and hurt and like, nobody there wanted to know me. And they had this little clique that was on the outside of. And after a while, I started questioning why do I feel like that. And I noticed that they just talked really different than me. And just everything that I assumed was politeness and interest and curiosity. They didn't show any of that because that wasn't what the culture was about, like it was implicit in them that they wanted to know. But they didn't like to go about it the way I was used to. And I spent a whole year just feeling offended and shut out to the point where I was actually considering just telling my partner like, I'm sorry, like, this is a breaking point for me, like, I cannot be around your community anymore.

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