3 Steps To Transform Your Competency Or Capability Model Into Action

Are your capability learning models actionable? Are you using them to effectively communicate performance expectations that can lead to real business impact?

In this session, you’ll gain three strategies for high-tech and low-tech learning solutions. These strategies can take your capability or competency learning models to the next level of positive impact, from abstract concepts to actionable application!

Furthermore, you’ll explore how your own capability or competency learning models can function as more significant, consistent instructional strategies throughout your learning initiatives. So, are you’re still working on building your own model? In this session, we will offer inspiration for a structure that may work for your organization and your learning development offerings!

You’ll learn how digital assessments and some contextual variance in blended learning and training activities can turn a single capability or competency model into a personalized experience for groups. These groups might consist of new leaders up to executive leadership roles. Of course, the same principles can be applied to employees outside of leadership roles.

In addition, you will be able to evaluate how your own learning models can help you create tech-driven capability challenges. In this way, your learners will have the opportunity to practice and gain confidence outside of the training experience!

Finally, you’ll explore options for creating a digital support system. That is, you will ensure that your leaders have the tools they need to continue refining their capabilities on the job!

During this session, you will learn:

  • Why more interactive, digital capability, or competency learning models can translate into real action for real business impact;
  • Ways to design digital learning activities to contextualize competencies or capabilities so learners will understand, practice, and use their growing skills;
  • How and when to challenge your learners’ comfort level to make the uncomfortable tasks become more comfortable; and,
  • Tips to create an integrated support system with blended digital and social learning solutions; a system that carries behaviors beyond the training experience.