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A Success Formula Builder:
Plan, Learn, Actualize
Your Success Formula is as unique as your individual identity. It is, in effect your Brand. It represents your aspirations and accomplishments. It accounts for your abilities and experience to bring qualified value. It guides your strategy and efforts, to pursue and respond to growth opportunities.
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A Success Formula continuously revisits three fundamental practices:
Planning involves envisioning the results you want to achieve, and defining the steps necessary to arrive at the intended destination—Success, (defined uniquely by you). The overarching strategies that influence your plan design: Talent Development, Leadership Transition, Organization Alignment.
What skills do you need?
Review six categories of 30 core competencies. Each competency has a definition of its core function, management role, behavioral indicators, and a leadership essential. This Competency Builder is intended to serve as a flexible guide, to assemble a relevant, strategic and competitive framework.
Where do you start?
Reference four broad categories of management, providing perspective on how a specific competency is managed at its respective level. Competency descriptions provide further details on: management function, leadership style, development track, and basic competency required at each level.
Individual Talent takes personal responsibility, to operate effectively in their core function. At this level, align: Talent, Ability, Career Goals and Values; with Core Mission, Performance Goals, Skill Requirements and Culture.
Create a 'right-fit' skills set.
Accomplish actual, routine tasks.
First-Level Managers ensure workers perform to preset standards. They must communicate performance standards and expectations; and give timely, constructive feedback on tasks and assignments.
Manage environment & effectiveness.
Middle Managers are responsible for executing strategy, managing people; implementing process and output; ensuring compliance with organizational requirements; and, report to upper level management.
Guide change and manage morale.
Transformational Management is an approach to company leadership in which management leads the organization through a transformation in direction, processes or other critical elements of operation.
What does success look like?
Behavior demonstrates the level of proficiency, measured against performance standards. Behavior Indicators describe how a particular competency is expected to be performed. Guidelines provide a perspective of how to identify and assess performance effectiveness.
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Behavior Competencies:​
>Mindset >Discipline >Teamwork >Composure
From Aspiration to Inspiration!
Leadership is about influencing people to improve their performance and achieve better results. Leaders achieve this by influencing behaviour and effecting behaviour change. Leadership comes from all levels in the organisation.
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Essential Competencies:
>Culture Savvy >Capability Maturity >Alignment Strategy >Transition Plan
An effective learning process can empower and guide your development journey. There are countless options and approaches to learning: types, styles, and experience. Blended Learning is an education system that combines learning options, techniques, and platforms. This process is built on three major principles: Improve Skill Gaps, Plan Execution, and Ongoing Development.
How do you 'Learn Best'?
The 70:20:10 Model is a Learning and Development formula that optimizes the 'learning experience' with formal, non-formal and experiential techniques. This formula utilizes 3 types of development experience: 70% challenging assignments, 20% developmental relationships, and 10% formal education.
A Best Practice Platform.
Training Models are success formulas on to themselves. A model is a system that has proven success, and is available to copy in order to achieve similar results. Training Models address everything: Soft Skills—Behavior, Culture, Leadership; and Technical Skills—Process, Performance, Quality.
Formal training is often not enough to obtain the intended outcome. Performance Support Tools are an extension of training, to supplement and enrich the learning experience. Integrating learning resources, that fit individual needs, can greatly contribute to meeting required standards, raise proficiency, and develop mastery.
Maslow defines self-actualization as "the desire for self-fulfillment, namely the tendency for the individual to become actualized in what he is potentially capable of achieving." Full attainment of self-actualization requires that learning be applied in service to a goal or end. Not learning for learning's sake.
From Competency to Proficiency to Mastery: a fundamental progression, from learning to performing to improving.
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"Mastery and proficiency are assessing and achieving competencies. Learners demonstrate proficiency in a competency and multiple demonstrations of proficiency lead to mastery of that competency."
—Sandra Moumoutjis| February 21st, 2014
Developmental Assignments provide an opportunity to further develop (“stretch”) skills, through actual experience and development activities. The benefit of taking on developmental assignments, offer a unique opportunity for learning and leadership. Some competency builders: new and different roles, increased responsibility, managing change and diversity, and cross-functional development.
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When selecting an assignment it is important to consider the value of the task to the organisation.
Stretch beyond your normal.
Undertaking challenging and complex assignments outside your normal work role can be highly valuable in not only broadening your technical expertise, but also building important attributes such as resilience, self-awareness, flexibility and courage.
Build your competitive edge.
Competency-Driven assignments, are supplemental to learning and training activities. These assignments offer skill enhancement, acquired through actual, technical work experience. Three levels of competency building: 1) Field Entry, 2) Required Skills, and 3) Specialist.
Expectation Management.
There is much more to “fitting-in.” Whether you are joining a new organization, department, team or project, you need to (learn how to) integrate your value (Talent, Skills, Abilities), into the organizational culture. Integration can be difficult to achieve all at once, a good practice is to employ a strategy of short-term, ad-hoc objectives that steadily builds towards full integration, (by linking...)
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