Effective development of teams is notoriously difficult to target accurately. Often we rely on gut instinct or the latest fad. Research has demonstrated that the more development work is related to the actual job role the more likely it is to have a positive return on investment.

Competency Profiling has been developed to enable objective assessment of the competencies required for a specific job role. These competencies can then be profiled for each team member to enable strengths and areas for development to be defined. The results can then be used to target precisely training or coaching as appropriate. Individual reports are produced for use with team members as well as an overall report looking at the complete make up of the team.

The process of competency profiling for development works in three stages:

1. Competency Selection. Identification of the relevant competencies for a particular role. There may also be specific competencies the organisation requires for all roles. Competency selection can be done by analysis of the job role and examination of the competency descriptions. This may also include data from other sources such as from an Organisational Culture Assessment. Alternatively we can provide competency definition questionnaires. These questionnaires ask about the job role and can be completed by people in the role or management. This produces a list in rank order of the most relevant competencies.

2. Assessment of Competencies. Team members complete an on-line assessment questionnaire (a paper version is also available). The questionnaire is available in many different languages, including German, Spanish, Dutch, French, Swedish, Russian, Italian, UK English, US English, Welsh and Polish. Data from the questionnaire is analysed and a personal report is produced graphically showing the strengths and areas for development for each individual. Data is also complied for a team profile showing how the team meets the overall needs of the organisation.

3. Development of Competencies. Individual feedback sessions enable team members to get the most from the process. This will enable an individual action plan to be drawn up. Training needs can be identified for development. This coaching style session will help individuals to set personal development goals that they are more likely to identify with as a result of the profiling process.

The available competencies are very wide ranging. It would be impossible to define all possible competencies; however, the range provided is designed to cover the greatest possible range of job roles. In all there are 24 competencies, these include: Motivation, Communication Skills, Project Management, Results Orientation, Attention to Detail, Developing Others, etc.

Costs of this service are dependent on the number of team members going through the process and the number of competencies being assessed. Of the 24 possible competencies up to 10 may be examined for an individual and we recommend a minimum of 6 be assessed.

Initial consultations are free and carry no obligation, so call today (01224 788860) or email info@aberdeenop.co.uk for more information or to arrange an appointment.

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Registered Address: Amicable House, 252 Union Street, Aberdeen, AB10 1TN (UK)