Skip to main content

The Competency Myth

I am sure everybody in their life would have had their own wins and losses .One of the most associated term with losses and wins and more precisely in this competitive world is “Competency”. Let’s understand the meaning of the word technically before getting into detail of it .It means the ability to do something successfully or efficiently”. 

Either in professional or personal life in this highly competitive world we always win over the other or lose over the other .When we win it’s claimed we are competent and when we lose we are associated with incompetency. The fact is presence or absence of competency at the end of the day is a judgment based on individual or collective decision based on few or set of parameters. The biggest challenge and debate for me is here.Sometimes we are claimed incompetent or competent because the parameters defined are wrong or the assessment or decision may be wrong. I am not here by making this statement criticising, But there is a fundamental logic based on which I request all of us to evaluate this claim. In a highly dynamic environment I think it’s important to understand that the competency required also keeps changing for a specific role /job/task/activity and the person or the judge if out-dated would not be in a position to identify the right set of parameters or will not be a qualified assessor .

Lets take an example to get more clarity on this. If a particular person has done sales role ten years back and not today this particular person may not be the right assessor to judge the competency required for the current market conditions for the sales role and the solution he /she proposes shall not be the right one for current challenges .Also another example could be if the person has been doing the same set of activities for longer tenure then it doesn’t matter if its two years or ten years’ experience as the activities are the same. Hence the correlation between experience and competency becomes a myth or invalid here too. 

Also most of the times competency is evaluated on the absolute finals and not on the relative finals with respect to the portfolio.In simple terms competency of sitting in a winning horse and sitting on a tortoise should not be evaluated with the same yard stick .Hence it’s very important keeping in mind the motivation aspects of human, defining the right set parameters in the current context and choosing the right set of people as assessors.

If it is not defined properly what happens is either the choice is wrong or we lose the right. I think it’s high time we relook the competency parameters keeping in mind the market dynamism .Else we may only be creating empty vessels with more noise.


Popular posts from this blog

Our vehicle is yet to come!

It was two weeks back one early morning I got into a cab towards Chennai airport .The driver applied a sudden brake and after few jerks the journey became smooth .Like a typical day I was checking my mobile for messages and the driver suddenly opened up with this statement to me  “This is what is being lucky all about”. Wondering what has happened I asked   why and what do you mean? He asked me didn’t you notice the puppy dog which was about to be hit by our car was taken by the family of another Honda city car which came behind us. I said “No”. He said one statement  “Would the puppy have ever imagined that from today it’s going to get a great family and meal from now on?” After casual conversations with him when I boarded the flight and I was re-thinking on the incident. What was about to happen first for the puppy was a great disaster but in few seconds it became a great wonder for life. On a relative scale its fraction of seconds in puppy’s life may be its years in

Top seven things that leadership candidates should think about!

Ever since the concepts of management got evolved the one phrase which would be undoubtedly accepted is “It’s not the volume but the value that matters” . This phrase becomes more apt in the leadership hiring process as it is purely a value transfer in terms of many parameters which is do with hard competencies ,soft competencies etc. Having been and continuing to be in the recruitment and more precisely in the leadership hiring industry in my experience the following are the seven key parameters which might be unstated but one as a candidate should keep in mind when we go through leadership hiring process. Success is appreciated & equally failure lessons: In my experience I have seen resumes and leadership candidates talking great about their achievements, projects success, driving company results etc. As much as these are really great in a span of close to decades of experience I am sure everyone would have made wrong decisions and seen failures as well. In my exp

CBHR- HR on the Wheels - Our First Initiative

Very recently I read about the nudge theory which impacts the behaviour of Individuals. The theory in simple terms means  "Small activities or triggers can influence behaviour of individuals or collective group.   “For example a simple LED directional arrows in walking path can direct humans to walk in a straight line in a much crowded environment. This shall have significant impact in crowd management etc. To know more on nudge theory please visit  CLICK HERE FOR NUDGE THEORY .As founder of CBHR - Chennai Beyond HR - An initiative to take  HR Beyond Organisations ,  an initiative  was taken for road discipline to make a statement that HRs can do beyond organisations and make small impacts. The first meeting for this year was organised on 16-06-2018 and we had CBHR members participating in it. To know more about CBHR first meeting and details please visit  CLICK HERE As a first step we have launched this CAR stickers which shall be pasted on the cars of CBHR p