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Typical competency approaches don’t help managers to accelerate development or provide employee with a guide for managing their careers.
Unfortunately, despite widespread recognition that experiences accelerate development, few companies use them as their development framework. Instead, managers and employees are left to struggle with complex and difficult to apply competency models.
Those models rely on managers to determine how to best develop employees, which leads to training-based development plans. They don’t prioritize which capabilities are most valuable to the company, so development efforts are often misdirected. They don’t easily fit into a larger career framework, so employees don’t understand how today’s development contributes to future career growth.
In short, typical competency approaches don’t help managers to accelerate development or provide employees with a guide for managing their careers. A fundamentally different solution is needed if we want to grow better talent faster.