Our Approach | development programs
At Mploy Associates we have found success in developing our employees through an empowering and measurable approach that combines strength-based and competency-based methods. By combining these approaches in the base of our Talent programs we know they develop faster and have more fun while doing so.
At Mploy Associates, a data, finance, analytics, and IT consultancy firm, we have achieved success by adopting an empowering and measurable approach that integrates strength-based and competency-based methods to develop employees. We are excited to share our knowledge and expertise on these methods in the article you're reading now.
A strength-based approach is a highly effective method that can be applied to any generation in any organization. This approach centers on identifying employees' existing strengths and using them to improve their performance. Implementing this approach has several benefits that can be appealing to all employees. The most important reasons for this are:
No matter the generation, nowadays it is known that people value personal growth and development more. A strength-based approach encourages individuals to identify their strengths and work on developing them, which can help them overcome challenges and achieve their goals. In this way this approach emphasizes personal growth, aligning with the values of the modern workforce.
In today's world, many people face economic uncertainty, political turmoil, and environmental challenges, which can lead to stress and burnout. A strength-based approach helps individuals cultivate a positive mindset by focusing on what they can do and what they are good at, rather than what they cannot do or where they fall short. This can help individuals build confidence, resilience, and a more positive outlook on life.
Collaboration is essential for success in any organization, and people of all generations value social connection and inclusivity. A strength-based approach encourages individuals to work together, learn from each other's strengths, and achieve shared goals. This can help create a sense of community and belonging, which is important to all.
Although this approach seems to include many benefits, unfortunately, we also know there is a downside. When focusing on strengths only, this could narrow the scope of an individual’s potential contributions. Which eventually might lead to employees being held into certain roles and tasks, limiting their growth and development. And as of today, most employees are not signing for such a future. So, it’s also important to develop new competencies to enable a sustainable career growth.
A competency-based approach focuses on acquiring and developing competencies. A competency entails knowledge and ability; it’s a combination of behaviors and attitudes. Relevant competencies are defined by the organization and can vary depending on the job or department.
In a competency-based development environment, employees receive training to acquire and develop the required competencies. The training should be structured and measurable. This means that the organization has a way to assess whether or not the employee has successfully acquired the competencies.
By using a competency-based approach, both the organization and the employee can see tangible evidence of progress and growth. This is important for several reasons:
Employees across generations continuously seek growth opportunities, and a competency-based approach fulfills this need by providing measurable data on their performance and progress.
Ambitious employees want to know how their efforts can lead to meaningful growth. By setting competencies to develop, employees gain insight into their career paths and know what they need to do to take the next step in their job function.
Competency-based talent programs build employee engagement and retention across generations. Employees are more likely to stay with organizations that offer growth and development opportunities.
Implementing this approach into a talent development program may require some effort, but it will give significant benefits. Employees will grow faster and enhance their capabilities, which is highly advantageous for both the employee and the organization as a whole.
At Mploy Associates we have found success in developing our employees through an empowering and measurable approach that combines strength-based and competency-based methods.
The base of our programs is designed to help employees build competencies in areas where they still have to develop, while also leveraging their individual strengths to enhance their overall performance. In this way, people appear to develop faster and experience more satisfaction while doing so.
"we build new competencies while also leveraging individual strengths"
We have developed a competency-based development model with an explicit focus on using one's strengths. This means that our courses are designed to build competencies while also leveraging individual strengths.
As an example: to develop the relevant competencies in the area of leadership, we developed a training course that focuses on building several leadership skills while making use of individual strengths such as communication, creativity, or problem-solving. This focus on strengths to competency-based training recognizes that each employee has unique strengths that can be leveraged to build the new leadership competencies.
We are aware that this combination of a competency- and strength-based development approach can be a game-changer for many organizations. However, we also know it is not always easy to get started. Therefore I will provide you with some tips to implement the strength focus and after which I will describe the four need-to-have components of a competency based talent program:
Start by assessing and identifying the employees' strengths after their onboarding period through standardized assesments as SSQ-72, SST, HIGH5 or Gallup. This will boost their understanding of their unique abilities and interests. Share the results with the employees' direct manager and other stakeholders to ensure a focus on these strengths from a management perspective as well.
Let the employee implement the strength assessment results into an individualized plan for competency development, assisted by their talent manager and/or direct manager.
Provide regular feedback to employees on their competency growth, focusing on their strengths and how they can continue to develop in those areas. This will help to reinforce their strengths and will encourage further growth.
Based on the discussion above, we have seen that a succesful implementation of a competence- and strength-based development approach enhances employee engagement and growth, fostering success at both the individual and organizational levels. For more in-depth insights on this approach, please contact us using the contact button on this page.