An attempt at decluttering competencies vs. skills & jobs vs. tasks ...

In my interactions with people leaders over the last few months its became evident that we need to establish a common language regarding:?

• Jobs and the essential skills for effectiveness in the present day.?
• Changes anticipated in these jobs in the near or distant future and how organizations can adequately prepare their employees for them.?

Job and a task??

Let's clarify the distinction between a "job" and a "task” first.

Traditionally, a job is defined by a set of tasks assigned to an individual in a role. ?

Someone said:?

• Jobs are redundant - the pace of change has made it difficult to define a collection of tasks that can be grouped under a “job.” Hence, employees today must be prepared to handle a diverse range of tasks to achieve an outcome (for simplicity, we will refer to it as a "job").?
• Since tasks can vary significantly, it is no longer feasible to establish a definitive set of "competencies" necessary to perform a job well.??
• As a result, "competency models are redundant."?

Our perspective is that jobs were never standalone entities; they were always an aggregation of tasks to get an outcome that added value. These incremental values contribute to the overall value chain of an organization.?

Therefore, to accomplish something today, we can begin by delineating a set of tasks. Some tasks may already be clearly defined, while others may emerge as we progress.?

• For well-defined tasks, we need to establish methods to measure what is required to complete them.?
• For the less-defined tasks, we should seek the right attitude and ability to learn something new.???

Competencies, competency models, and skills?

Now, let's delve into competencies, competency models, and skills.?

In our view, competency and competence are distinct concepts. In the workplace, competence often represents a judgment that an individual has achieved a certain level of proficiency. When there is a standardized criterion, it becomes feasible to grant certifications, ratings, or grades.?

As a result, competence often entails the following:?

• Assessments/examinations?
• Qualifications/certifications?

This method is used for driving tests, exams, SATs, and language proficiency certificates.?

Competencies, on the other hand, are essential behaviors that contribute to success in the workplace. They are the behavioral expression of various underlying attributes like:?

• Personality?
• Cognitive abilities?
• Skills/knowledge/experience??
• Motivation/interest/values?

Behaviors are observable actions; in the workplace, it is the manifestation of all of the above. As a result, those who claim that "competency models are dead" often suggest alternative models based on behavior, which essentially encompass competencies under a different name. Even descriptions and assessments of values models tend to be behavioral and closely resemble competencies. When a client asserts that they have a values/behavior/standards/aspirations model, it often turns out to be a competency model.?

Hence, competency is a term encompassing a range of attributes a person should have to add value to the value chain.?

In broad terms, competencies can be classified into the following categories:?

• Personality: Many well-defined jobs/tasks can be effectively linked to competencies based on an individual's personality traits. Various trait-based personality models, such as the Big Five, Myers-Briggs Type Indicator (MBTI), HEXACO Model, Hogan Personality Inventory (HPI), and DISC Model, offer frameworks to assess and understand personality traits.?
• Behavior: While our basic personalities provide a foundation, our behaviors are often influenced by our life experiences, training, and situational conditioning. Behavioral assessments build upon the fundamental personality trait models to enhance the prediction of how individuals are likely to behave and contribute value. ?For instance, a good example could be “resilience.” Resilience is the capacity to cope with and bounce back from adversity or setbacks. It includes factors like adaptability, perseverance, optimism, stress management, and the ability to maintain a positive outlook in difficult situations. These traits extend beyond the basic personality traits outlined in established models and require separate measurement and evaluation.?
• Cognition: Cognitive competencies encompass the mental processes and capabilities essential for a particular job. These include critical thinking, decision-making, analytical skills, problem-solving abilities, and learning agility. Again, layered over basic personality traits, these competencies predict a person's ability to crunch numbers, pick patterns in data and make sound decisions more accurately.?
• Knowledge and skill: Understanding these are relatively straightforward. Most tasks require individuals to possess industry knowledge, technical expertise, product understanding, or other relevant domain expertise. Knowledge is easier to measure. ?
• Skill, on the other hand, refers to the ability to apply knowledge effectively to perform specific tasks or activities related to the job. In some cases, such as being a Java developer, having a fundamental knowledge of the Java programming language and understanding relevant Java frameworks is essential. Being skilled in Java necessitates proficiency in coding.?

You might wonder about communication - is it solely a skill or something more? The answer depends on how you define it.??If communication is understood as encompassing speaking, writing, and listening, then it can be considered a skill that relies on knowledge of the English language. However, suppose communication entails building rapport, establishing trust, resolving conflicts, managing emotions, and navigating interpersonal dynamics effectively. In that case, it requires other types of competencies, such as personality and behavioral competencies.?

I want to conclude by briefly discussing the impact of automation, the use of ML/AI algorithms, the latest version of ChatGPT in task completion and its impact on tasks:?

This technology will significantly affect tasks that rely solely on knowledge and digital skills. Organizations that strive to provide maximum value at the lowest cost for higher profits will undoubtedly embrace these technological advancements. Therefore, it is crucial for us to start experimenting with this new technology as soon as possible.?

With AI assisting humans, the cognitive requirements for task completion will undergo significant changes.??

Certain aspects of human capabilities, such as understanding emotions, empathizing, leveraging experience for intuitive decision-making (based on gut feelings), and making complex value-based judgments, remain challenging for AI systems today.?

All said this is just the first step; I hope to share more in days to come.??

Hope you liked the read.?

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