Start With Outcomes, Not Traits
Define the performance outcome a competency model must explain before drafting labels.
Principle: Name the work result before you name the competency. The Move Start each modeling effort with a performance question: what must this role reliably produce, protect, or improve? Then identify the few situations where excellent and average performers behave differently. Why It Works Outcome-first modeling prevents attractive but vague labels. It also gives stakeholders a way to challenge the model constructively: not Do we like this word? but Does this behavior explain the result we care about? Practice Lens If a competency cannot be observed in a real work situation, it is not ready for selection, assessment, or development.
Sign up free — one personalized lesson every day, matched to your role and goals.
Already have an account? Sign in