We believe the Management Fixes are common and typical so every description is created and adapted from articles, blog posts, and definitions from other sources and authors.
This week’s MngtFix is…
Have you ever seen this MngtFix? What problem(s) was it solving?
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This week’s “Competency Matrix Implementation” is a very important solution.
By definition, a competency matrix is a tool to give a team, or organization insight into the skills they have, and/or need.
(Extracted and adapted from https://agilestrides.com/blog/experience-report-team-competence-matrix/)
As explained by Jurgen Appelo in his book Management 3.0, we realize that improving each employee is not enough to improve teams and then firms, then how should we do it?
(Extracted and adapted from https://medium.com/@lallia_cherif/competency-matrix-how-to-grow-both-organization-people-52df8e763689)
Each member of a team has a set of skills that contribute to the overall skill set of the team. However, quite often, these skills are not aligned with the skills that are necessary to develop future products or services.
(Extracted and adapted from https://vividbreeze.com/team-competency-matrix/)
To ensure the alignment between the skills that the team possesses and the skills necessary you should use the:
Each Competency Matrix focuses on a single project. The company needs to define the competency requirements that the team has to acquire to reach these goals. The preparation work for competency development is identifying gaps and the need to know what your employees want to learn and how that does or doesn’t fit with the goals of the company.
(Extracted and adapted from https://management30.com/practice/competency-matrix/)
Competency Matrix gives to companies a great tool for how to direct your employees to reach their full potential and help your business to do the same.
(Extracted and adapted from https://www.teamguru.com/blog/skill-matrix-building-a-flexible-team/1588?page=4)
This MngtFix has been mentioned in relation to a number of MngtBugs such as…
“Lack of Human Resources Strategy”,
“Lack of Training Strategy”,
“Lack of Training Budget”,
and of course “Lack of Resources”!
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Have a lovely week and remember…
Human Managers should be open to being inspired and inspire others!