Where will you be, this time next year?
It’s the beginning of a fiscal year. A year from now you’d like to look back on the last 12 months and be proud of what you’ve accomplished. Is that even possible in our changing environment? Can I create a plan that not only motivates me, but motivates all the people who work for me?
I know what you’re thinking. . .
“Maybe if I owned my own business, I could make plans!”
“If I work with blinders on, maybe I can just keep pluggin’ away and not pay attention to all the changes happening around me.”
It’s not easy. In this changing world, is there any point in trying to plan? The answer is a resounding YES! But the planning has to be smart. Consider these points.
Set Priorities. As of today, what are the priorities of your organization? The basic priorities probably won’t change much over the year, so think high level priorities and write them down.
Focus Energy. In every job, there are lots of things we do that sap us of energy, but really don’t move the organization forward. So what we are talking about here, is focusing on the items that have more to do with the overall health of the organization, rather than your particular job.
Identify Resources and Strength Operations. Identify the high level priorities and decide where your energies should be spent. Look around your organization and beyond for resources that can help. Are there groups or departments who can help you strengthen your talents and accomplish a goal? Is there an individual with particular skills who can help develop those same skills throughout your department? Should you go outside your organization? Sometimes training is best accomplished by someone from the outside. A third-party resource may not have preconceived notions on what you should learn. Instead, outside resources are generally better at listening to you and coming up with the training customized to your needs.
Establish Common Goals. We all have different work to do, but our goals can be universal. Knowing what my part is in reaching a goal helps me keep on track. And measuring the activity leading up to the goal can remind me each month of the importance of the goal.
Assess and Adjust. When the organization takes a turn, you can adjust your priorities, energy, resources and goals. Chances are, you’ll only need to adjust them slightly, making everyone feel better about the change in the organization.
Measure Accomplishments. As each quarter winds down, focus on what you have been successful in achieving. On a daily basis, we sometimes feel like we’re going in circles. But when we look at a 3 month period, it’s fulfilling to see how far we’ve come.
Strategic planning depends on a disciplined effort that produces fundamental decisions and actions that shape and guide what an organization is, who it serves, what it does, and why it does it – with a focus on the future. Measuring action items is critical. See our tip on measuring strategic plans.
For more information on how Leah M. Joppy & Associates can be your resource for training, give us a call at (301) 670-0051. Or take a look at the training opportunities on our website.
Competency Modeling
Is competency modeling part of your strategic plan? More and more organizations are using competency modeling to define successful performance in a particular work setting. Here’s an overview of competency modeling – what it means and what are the benefits of competency modeling.
Competencies are individual characteristics. Competencies are often the basis for skill standards. They include the knowledge, skills, abilities, self-image, traits, mindsets, feelings, and even the ways of thinking with regard to appropriate roles. These competencies lead to a desired result – they contribute to exemplary performance that in turn, creates an impact on the outcome of the organization.
In short, a competency is the framework for defining the skill and knowledge requirements of a job.
What is a competency model? A competency model is a list of characteristics that together define successful performance in a particular work setting.
Competency models can be developed for specific jobs. They are widely used in various industries to define and assess competencies – in both hard and soft skills.
How does competency modeling differ from job analysis? The aim of competency modeling is not to summarize how a job has been performed in the past, but rather to identify the behaviors that will be needed to achieve long-term strategic goals. In this sense, competency modeling is forward looking and not rooted in the past.
What are the benefits of competency modeling. Competency models are considered valuable by various organizations to define skill and knowledge requirements of specific jobs, to assess competencies and performances, and help set business strategy. They also help reveal strengths and weaknesses – which help form the basis for training programs and learning content, both formal and informal.
In general, organization that adhere to competency modeling report:
- Greater alignment with business objectives.
- Enhanced productivity.
- Increased workforce nimbleness.
- Improved ability to identify and develop high achievers.
- Better retention of top talent. |
Experts also recommend that competency models receive sponsorship from senior leaders, are aligned to the organization’s business strategy and culture, are based on research and are tied to talent management practices.
For more information on Competency Modeling and Training, contact LMJ&A at leah@lmja.com. We can help your organization successfully employ competency modeling in the workplace. Working with you step-by-step, we will support and guide your organization through each component of the process. Give us a call at 301-670-0051.
TIP: The Elements of a Competency Model
Though the elements of a model vary, there are usually three main components.
- A title and definition. A title might consist of “Being a team player.” The definition should describe what a team player should be. Descriptions could include “Treating others with courtesy, Working to resolve conflicts, etc.”
- Descriptions of activities or behaviors. Link the description to the competency. In this case, what are the activities and behaviors of a team player? The list might include “Capitalizing on strengths of others, Motivating others to contribute, etc.”
- A diagram of the model. A diagram helps everyone visualize the competency and grasp the model. You can see various models diagrammed on this page.
For more information on Competency Modeling and Training, contact LMJ&A at leah@lmja.com. We can help your organization successfully employ competency modeling in the workplace. Working with you step-by-step, we will support and guide your organization through each component of the process. Give us a call at 301-670-0051.
Finding Purposeful Work
My friend Rachel always told her kids that they would probably have 3-4 careers during their lifetimes. Having worked in the same field my entire life, that always seemed like odd advice. It felt to me that she was giving her kids the privilege to jump around, to try different jobs and different companies. Would they ever settle down? I mean really, what’s wrong with one line of work?
Somewhere along the way, I discovered what she meant. Rachel always strived to find meaningful work. For her, meaning and purpose are core motivators. That thinking is validated by Daniel Pink, author of “Drive” whose book examines 50 years of behavior science to get at the real truth around human motivation. Rachel has always been wired to find work that is meaningful. Now, I wanted that. My job had become less than satisfying and I wanted to feel like I was doing something important.
I mentioned my struggle to Rachel and she said, “Try something different!” She said to me that she thought people changed as they went through life. Things take on different levels of importance during different times. And that’s why she told her kids that they would probably have more than one career. Finances take on different meanings. Families change. Our needs change. And our values change too. We want our jobs and our lives to take on different meanings.
It’s true, that trying something different can have drastic results. We have responsibilities. Most of us need to be fiscally responsible. We can’t just “check out!”
What is meaningful work? I had to do a bit of soul searching. What was I looking for? I thought that meaningful work meant being paid for work that I love. And in my case, that meant creating value for others. I wanted to gain the respect of my peers and find value in what I do. Meaningful work, I was sure, would make me happy. Here’s what I learned.
Rungs Of A Ladder. Finding meaningful work can be a process. For some, it may mean that we take on a second job, or we volunteer after work. We find something that we are passionate about – something that gives us pleasure and makes us feel good about ourselves. The rungs of a ladder work parallel to each other. This is true of our job and our purpose in life. For most of us, as we seek meaningful work, what we do for a living and what we are passionate about often run parallel to each other. But as we strive for meaningful work and focus on our vision, they often merge.
What if you haven’t found purposeful work yet? How do you start? Is it possible to find meaningful life without quitting your job? Finding meaningful work is a process. There are things we can do to help us determine what is purposeful.
- Take time to stop. Think about what you are doing and whether or not it satisfies your need to provide value.
- Rethink your position. As we grow, as we age, things shift. You may find that what was very important at one time, is no longer important. Is your job still purposeful?
- Know that your search for meaningful work may not be a straight path. We have obligations we can’t ignore. We may be pressured to follow a certain path. And we may be competitive – with ourselves and others. The trick is to exercise patience and don’t give up.
- Tune into the mission of your work / organization. Depending on the mission, you might see something that is essential for enhancing your purpose in life.
- Set reasonable goals and then realize what you’ve accomplished, even if it’s taking longer than you wanted.
- Perform random acts of kindness. Helping someone lifts a mood and adds purpose. That might mean taking a meal over to a family where someone is going through medical issues. It might mean helping a co-worker on a project.
- Take time for mental thinking. Focusing on the future and planning your next move help to keep us on track.
- Develop a code of ethics to live by. Establish values you can uphold.
- Volunteer a portion of your time to something you are passionate about.
The steps we take now help us stay more positive. And as we become more positive, we leap over obstacles.
Want to find purposeful work? Try these tips.
Millennials are good examples – they choose meaningful work over money. Millennials often have two jobs – one that brings in money, and one that is meaningful. Often, when people take this route to finding purposeful work, the source of income and the source of meaning start to merge. Millennials are also good at multi-tasking, so they thrive on variety.
There are many benefits to purposeful work, including psychological wellness, productivity and creativity.
Generally speaking, finding purposeful work depends on four contributions:
- Give back. By serving others, you find purpose.
- Contribute to family. Identifying how you can best serve your family and close friends brings enjoyment.
- Commit to the future. We need to grow. Practicing self-improvement in order to reach a better future motivates us.
- Code of ethics. Develop a set of values and steadfastly follow them.
Finding the passion to contribute to yourself, your family and friends, as noted above, moves you forward to a future of purposeful work.
Tip: The Secret to SMART Goals
Most goals aren’t SMART – not because they are hard to write, but because most people don’t ask enough questions. Follow these steps to create clear and specific goals!
- Write your goal. Then ask: Is this goal as detailed as you can make it?
- Define how you will measure your progress. Do the steps you’ve created set a clear path from where you are today to where you want to be?
- In order for a goal to be achievable, there should be periodic checkpoints leading up to the goal. What milestones can you expect to reach to ensure that the goal you set stays on track?
- Make sure that you have the tools you need to accomplish your goal. Is training needed? Does your employee have time to do the necessary work? What will you do if individuals don’t respond?
- Set a date to reach your goal – one that is reasonable and within reach. Do you have updates scheduled during that time period? It’s more likely that the goal will be accomplished if there are intermediate activities that must be met.
When goals are achieved in the workplace there’s a feeling of control and fulfillment. Employees are more likely to feel empowered and more satisfied in their work. If you need help setting SMART goals to achieve standards mandated throughout your organization, please give us a call at 301-670-0051. Let’s discuss your needs.