I’ve just posted over on my LinkedIn profile about how a competency matrix may not be helpful in working out your teams competencies.
In the article I outline 4 problems with a competency matrix and a simple solution to all of them – focus on behaviours and results. Here are the four identified problems.
- The matrix is often put together based on opinion rather than observed behaviours and results.
- When asked how competent someone is they usually claim to be more or less competent than they are.
- The skills and experiences in a matrix tend to focus on technology and process skills and not soft skills or learning ethos.
- It’s common when compiling a competency matrix to focus on high level skills categories only – this misses some of the gaps within these high level competencies.
If you’re interested in reading more then check out the article on LinkedIn.