Competency management

The underrated key to success in your organization

Dear readers,

Many of our clients ask themselves, in times of transformation, how well their organization is prepared for the challenges of tomorrow. Perhaps you know the feeling: You seem to have the best talent on board, yet things don’t run smoothly. Processes stall, decisions take longer than expected, or important innovations fall by the wayside. Often, the reason isn’t a lack of motivation or expertise but unclear or missing competencies.

Competencies are a fundamental foundation

Think about your recruiting process: How often does a resume look promising on paper, only for it to become clear later that the new hire doesn’t fit the team or the role? Rarely is it because the person is “wrong”, it’s usually because competencies weren’t clearly defined and aligned with the role’s requirements. This costs time and money. A mis-hire can quickly lead to five-figure costs for new recruitment and leave key positions vacant for months.

A competency model creates clarity

Studies show that today’s leaders spend roughly 50% of their time on tasks that were not part of their role just a few years ago. At the same time, companies face constant pressure to adapt due to digitalization and societal change.

Competencies such as strategic thinking, problem-solving, agile action, and leadership in uncertain times are more crucial than ever. But they are not the same for every organization. Every company needs different competencies in different areas.

But let’s be honest: Do you know exactly which competencies are critical in your organization today - and which you will need tomorrow? Can you say with certainty where gaps exist and how to close them?

Experience shows that without a clear competency model, many companies stumble in talent development. Training measures often feel like a shot in the dark or are applied indiscriminately. The result: your employees’ potential remains untapped.

A competency model allows you to shuffle the cards. It provides answers to key questions:

• Which core competencies are essential for your goals?
• Where do you stand today?
• How do you develop your employees in a targeted way?

What a competency model can achieve in your organization

A competency model is more than a theoretical concept, it’s a tool to set your organization on a path to success. Here are some concrete ways to use it:

• More precise recruitment
  With clearly defined skills profiles, you know exactly who you are looking for - and why. This saves time and reduces mis-hires.

• Targeted talent development
  Competence models reveal gaps. You can plan individual and strategically relevant development measures, supporting employees exactly where it counts.

• Transparency and measurability
  Your leaders and teams know what’s expected of them and have a clear perspective for their development. Personnel decisions become more objective, and reliance on subjective impressions decreases.
  

• Adaptability
  A good competency model adapts flexibly to changes in your industry or market, ensuring you remain capable of action even in uncertain times.
  

The KellerPartner approach: How we develop your competency model

Our approach is practical, scientifically grounded, and tailored to your needs. We guide you through a structured process with tangible results.

We start with a psychologically informed analysis: Which competencies do your specialists and leaders need to achieve your strategic goals? Through interviews and document reviews, we identify both technical and personal competencies, from digital mindset to communication skills and leadership ability.

Based on the analysis, we develop a clear picture of the relevant competencies. Our iterative approach ensures the model aligns with both your corporate culture and strategic objectives.

Together, we identify the essential core competencies. To manage complexity, we focus on a maximum of ten, because less is often more. Weighting is based on quantitative methods to ensure objectivity.

The results are presented in a clear model as guidance for personnel decisions, recruiting, and training initiatives. On this basis, we develop concrete measures to achieve your competency goals.

Competencies must be measurable. That’s why we define graduated behavioral anchors for each competency, describing typical behaviors at different levels. This allows leaders to objectively assess the competency level of an individual.

Competence models create clarity and action confidence

A competency model gives your organization a decisive advantage: You know exactly which skills your employees need to ensure business success. At the same time, you lay the foundation for targeted and effective talent development.

Yours,

Nicholas Neis-Forster

Image source: Photo by 8photo on Freepik