It’s never too early to plan for the future. Having a current competency model for your business is vital. But if you have long-term success in mind, you should have competency models for the future of your business as well.

Here are some key components of future-proofing your competency model:

Hiring Employees → Increase Company Membership

Employees must become more valuable and more than just a tool for the organization. Every hire will be looked at as a vital contributing member of the larger team. It will be a more detailed and more collaborative process.

Evaluation → Appraisal

This is a process of determining both company and individual value. What is your employee worth to you and why? What are you worth to them? This should be mutually beneficial. If it’s not, put a plan in place to fix that.

Promotion → Upgrade

Any promotion should be seen as an upgrade for both the individual and the company. Think of it like software. Upgrades provide improved versions of a current program for both user and company. Promotions should work the same way.

Employee Engagement → Total Stakeholder Engagement

To truly engage, you will need to include employees, customers, vendors, partners, universities, etc., in shaping your strategy. The company will be an engaged community; everyone the company interacts with has a contributing and reciprocal part to play.

Technically Competent → Digitally Proficient

More than just competency in standard office software, 2030 requires embracing and thriving in all manners of digital technology. Mobile/web applications, collaboration tools, social networks, and likely, virtual and augmented realities, will be a fact of life. Be more than ready, lead the way.

Ethical Corporate Values → Socially Conscious Actions

We must go from conducting business with ethical values to conducting business with actions that benefit society and our communities. Values must become actions; ideas procedures. Everything you do should make a difference.

Objective-Focused Diversity → Embracing Diversity

We must go from striving to meet diversity metrics in our processes to existing personal and professional networks that are already diverse in background, thought, etc. Diversity should be expected and in place, not worked toward.

Be sure to check out Part 2, where we provide tangible steps for leaders looking to apply these concepts to their competency models right away.

How Aspirant Can Help

Aspirant's Organizational Effectiveness experts can help develop and socialize a cohesive plan for building and lead exceptional teams. Use the form below to schedule a casual discussion to explore how we can help amp up your team's productivity.

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