Competencies are the essential ingredients of success at work, distilled into skills and behaviors you can observe. They include functional and technical skills, as well as management skills that contribute to better leadership, such as resourcefulness, courage, or decision quality.
Experiences, on the other hand, are the roles and assignments that help someone to build and expand their competencies. They highlight what a person has had the chance to do and learn over their career. And they help to make great leaders stand out.
Both competencies and experiences are important factors in whether or not someone succeeds in a role. So it’s crucial that you hire people (particularly leaders) with the right ones.
We can help you to:
assess competencies accurately
spot the experiences that distinguish great leaders.
Assess competencies accurately
Most large organizations use a competency library as the basis for job specifications, leadership development plans or annual performance reviews. But formally assessing competencies allows you to predict job performance in a much more accurate way.
Recent research shows that Korn Ferry’s competencies isolate and capture exactly what matters for overall performance in a role – however senior. And the depth and breadth of our people data means we also know which competencies are important to any role you want to fill. So we can help you to identify the candidates who have what it takes.
Here’s a flavor of the competencies you might look for at different levels:
Plans and aligns, customer focus and manages ambiguity
Ensures accountability, manages complexity and drives results
As above, plus nimble learning, cultivates innovation, directs work, courage and resourcefulness.
Scoring highly at a particular competency may indicate natural talent. But people can build up most competencies, given time and the right kind of experiences.
Spot the experiences that distinguish great leaders
On any CV, the work experience section always gets the most scrutiny. But it’s rare for this to give you the in-depth information you need to make decisions.
At Korn Ferry, we know precisely which experiences are must-haves at each management level and for which type of company. Whether leaders held a title of senior vice president is less relevant than the fact that they led a turnaround, for example. The first means they were promoted. The second means they know how to manage through a downturn, get a shaky initiative back on track or correct poor business performance.
Our Leadership Potential solution will help you to assess if the people in your leadership pipeline have the right set of experiences to succeed – and give them ‘stretch’ assignments to fill any gaps. And if you’re recruiting a leader from outside your organization, our executive search partners will share the rich and varied information they have on candidates’ experience. So you’ll have leaders – and future leaders – with the right experiences to take your organization forward.