Competence is a very broad term; it can include having the knowledge and skill to solve a quadratic equation or it can also mean having good interpersonal communication skills. Competence on a task or job means that you can think or behave in a matter that allows you to perform that job. The root of competence lies in the debate about general intelligence – IQ or g. The problem with IQ tests is that any human characteristic can be altered by experience. At Predictive Success, we know how complex and fantastically adaptable humans are. That is why g is what we measure with The PI Cognitive Assessment. When it comes to aligning your talent strategy to your business strategy, it will be important to identify the core competencies in your organization and reflect on how they’re a strategic advantage over the competition.
When you are an individual who is looking to find out exactly what competencies it takes to do your role, whether that be to be a good scientist, entrepreneur, teacher, or anything else, you would usually go out into the field, find and study these people, and try to figure out how the thoughts and actions of good and poor performers differ. The danger here is that you can wind up with very many, detailed lists of skills and knowledge elements. In his new book, The Science of Dream Teams, Mike Zani, CEO of The Predictive Index, outlines 50 crucial competencies. Zani states “for the relatively easy to change and the harder but do-able columns, coaching can help. The very difficult to change list is best addressed through proper hiring”. If you’re a leader who is defining your organization’s core competencies, it will be important to keep these competencies in mind.
To learn more about how our clients are adopting the data-driven approach when it comes to optimizing their talent, click here.