competence Archives - Dennis E. Gilbert

26
May 21
-

Competence Evaporates Unless You Adjust

Tags : change competence pivot profession skill

Is it possible that competence evaporates? The process of losing your skill or an area of expertise over time, does it happen?

Assume you are a master sales person. You thrive on in-person, face-to-face interactions. You read the body language, tell a story or two, and ask questions about family and life right after a brief discussion of the weather. Your competence at selling is high.

Then a pandemic emerges and you can’t be with people face-to-face. Now it’s an avatar, an email, or a text message. You still believe you have high competence in selling, only every skill you once used to sell is nearly obsolete.

Evaporated, gone, useful perhaps, but the environment for selling has changed dramatically. The future means you may have to close the deal differently.

Competence Evaporates

The skills you build across time are earned. Often, earned the hard way, by hours and hours of doing, learning, and repeating.

Developing a high level of competence in any field doesn’t happen overnight.

Many people call themselves coaches in the workplace. Coaching is a profession that takes decades of careful practice and patience to hone the craft. You can read some books, watch some videos, and even go through specialized training, perhaps one-day earning an advanced certification.

Across time the methods shift. The social trends ebb and flow. The way of doing things slides.

Like a few drops of saline in a petri dish, things start to evaporate.

The competencies you acquire may be the foundational skills you need to move forward, yet many people hold on to those hard-earned methods for far too long.

When you want less evaporation of your competence, you’re going to have to do something new. You’re going to have to explore different things.

It’s a chance, and some risk, but getting left behind while you watch things evaporate isn’t ideal either.

-DEG

Dennis E. Gilbert is a business consultant, speaker (CSP^TM), and culture expert. He is a five-time author and the founder of Appreciative Strategies, LLC. His business focuses on positive human performance improvement solutions through Appreciative Strategies®. Reach him through his website at Dennis-Gilbert.com or by calling +1 646.546.5553.

13
May 21
-

Smart Boss, Weak Leader, Do You Know One?

Tags : boss competence ego leader smart

Do you have a smart boss who at the same time may be a weak leader? Could you be one?

They really aren’t that hard to find.

They’ve often been promoted because they are very good at their craft. Perhaps they are a master in their trade, a genius engineer, or an incredible salesperson. Yet, when it comes to honing the culture of the organization or team, they are completely clueless.

Intensifying the situation is that they often continue to achieve accolades from people around them who see them in this role of leader, but only from the technical aspect of the job.

Worse, junior team members may see supporting the boss as a powerful ticket to enhancing their own career.

This often boosts confidence in the boss that he or she is doing is exactly what is needed.

The reality check? The reality check may be that while their technical skills are exemplary their leadership skill has stalled the progress of the people who are relied upon every day to further the organizational cause.

The team is stuck. Performance is off.

Who gets the blame?

Smart Boss

In most cases the blame is passed downstream. “It’s not me [the boss], it must be you. [the employee]”

The opposing force of blame might be leadership responsibility. When leadership team members understand that no matter what, they are responsible, the dynamic shifts and the vision changes.

What are the biggest areas of breakdown?

Maybe it is employee dependability and reliability. Who owns that? Who made the hire? It is easy to suggest it was a bad hire, and while that does happen, is there any responsibility within the culture?

Maybe it is drama, end-runs, and breakdowns in the chain of command. Who owns that? It may be easy to suggest the persons engaged in such activity own it, yet the leader allows it to continue.

The patterns nearly always point to culture.

Who owns the culture? The best answer is, everyone. Everyone.

The communication, the behaviors, the actions and inactions, all point back to culture. The good and the bad, they’re part of the culture. Culture is not just about the good.

Leadership is a responsibility.

What is one of the most powerful traits of a smart boss, weak leader?

In a word, ego.

-DEG

Dennis E. Gilbert is a business consultant, speaker (CSP^TM), and culture expert. He is a five-time author and the founder of Appreciative Strategies, LLC. His business focuses on positive human performance improvement solutions through Appreciative Strategies®. Reach him through his website at Dennis-Gilbert.com or by calling +1 646.546.5553.

23
Feb 21
-

Professional Value Measured, Yes, But How?

Tags : college degree competence professional value testing

You have the experience, are you right for the job? How is your professional value measured? Recognizing value is often a bit elusive.

People attend school, some go on to certificate programs, degree programs, and even complete advanced degrees. How do you know someone’s value?

Is it measured with a test?

Some people test very well. They study for the test, memorizing key phrases and the written solution. They have developed a keen eye for nonsense in multiple-choice and for spotting the correct answer. True or false is a breeze and short-answer aligns perfectly with their seemingly photographic memory.

They graduate with honors.

In most professional white-collar type employment there aren’t really tests for endurance, cooperation, or enthusiasm. It is similar for trade skill labor or trades professionals.

How do you test for sincerity, integrity, or generosity?

How do you measure professional value?

Professional Value Measured

Most hiring managers might suggest it is a combination of experience and education. Years of service, boxes checked, and cards punched.

The disconnect for the individual and for the hiring organization may be that it doesn’t matter how well you did on the tests in school, it matters how you’ll work with this team. Not any team, but this team.

The professional value you seek to get recognition for is often disconnected from the purpose and mission that the organization is pursuing. It’s measured in proof competence, not proof of execution.

As a result, how well you work with others, your ability to collaborate on assignments, and your leadership potential go unmeasured.

It seems that professional value needs to be demonstrated and discovered, not proven through a resume or transcript.

Tactfully illustrating what you should be measured against might be the best way to start.

-DEG

Dennis E. Gilbert is a business consultant, speaker (CSP^TM), and culture expert. He is a five-time author and the founder of Appreciative Strategies, LLC. His business focuses on positive human performance improvement solutions through Appreciative Strategies®. Reach him through his website at Dennis-Gilbert.com or by calling +1 646.546.5553.

15
Jan 21
-

Talent Bar or Skills Gap, Which Is It?

Tags : competence confidence skill Talent

Has the talent bar been set too high? Do you have the talent required to do the job, to fit in, or to become a success?

There is a belief, and likely strong evidence, to support the idea that sometimes people give up too soon.

Children in sports are often encouraged.

Nice arm!

That kid is so fast!

Great eye on that one!

Chances are slim for the millions of young people who engage in adolescent sports to become professionals. Even rarer is that if they turn pro, that they will become an all-star.

It is also true for academic studies. True for the assessment of math skills, reading, or comprehension. Yes, of course, some think and achieve differently, yet the bar for success in most job roles is much lower than the academic requirements.

Is the bar about talent or developed skill?

Talent Bar Surprise

In most workplace roles, the concept of talent is given too much emphasis. Just like the Netflix movie suggestion you received from your social media feed, it is overrated.

A focus on developing the appropriate skill is much more appropriate.

Something strange develops from work that you focus on every day. Showing up and doing your part always builds experience.

You may not always get the kudos you feel you deserve or the reaction to your work may receive harsh criticism. Yet with every teeny tiny success, you can raise the bar on your personal levels of competence.

Most work isn’t a one and done.

It’s not a talent bar or a skills gap.

It is a persistent focus on cranking out your best work, day-after-day across time.

-DEG

Dennis E. Gilbert is a business consultant, speaker (CSP^TM), and culture expert. He is a five-time author and the founder of Appreciative Strategies, LLC. His business focuses on positive human performance improvement solutions through Appreciative Strategies®. Reach him through his website at Dennis-Gilbert.com or by calling +1 646.546.5553.

28
Aug 19
-

Tested Competence Means More Growth

Tags : competence opportunity professional growth test workplace

You never really know until you’ve been tested. Tested competence may be the difference between just rolling along and achieving something great.

It is easy to eat an extra piece of cake, have the milkshake, or eat an entire bag of potato chips, if you never measure your weight or health.

Your car may be getting great gas mileage, your lawn doesn’t need mowed, and your carpets are just fine, if there isn’t a measurement or test.

It is easy to label your work, your department, or your organization as best-in-class, when there isn’t any measurement or test to prove it.

Professional Growth

Many workplace professionals claim that they want more. They claim they are ready for the supervisory position, the director of a business unit, or to become the CEO, yet they haven’t been tested.

“Often in school we are taught the lesson, and then given the test. In life, we are often tested and then receive the lesson.”
Unknown

Part of my business is professional coaching. It is interesting sometimes to watch really good people struggle, claw, and fight their way for the next professional opportunity, while others just roll along and seemingly achieve more.

I don’t believe everyone is winning in these scenarios, and the true winners may surprise you.

Tested Competence

Be without your utilities in your home for a day or two, you’ll quickly realize how much you take for granted.

Lose a good paying job, where you held a good position, and discover how valuable it really was.

Be forced to compete against other candidates for the promotion or new opportunity, and you may discover the test.

You never really know how good you are, or how well you will hold up under pressure if there is never any test.

Always assume that there will be a test.

-DEG

Dennis E. Gilbert is a business consultant, speaker (CSP^TM), and culture expert. He is a five-time author and the founder of Appreciative Strategies, LLC. His business focuses on positive human performance improvement solutions through Appreciative Strategies®. Reach him through his website at Dennis-Gilbert.com or by calling +1 646.546.5553.

04
Jan 18
-

How To Improve Job Performance And Competence

Tags : career competence emotional labor job performance job task

It often feels like you are doing everything. You do exactly what the boss suggests, you follow the rules, and work within the guidelines. Is it enough? Chances are good that you still have room to improve job performance.

Mechanics of the Job

Many employees connect mechanically. Which really means that they are in compliance with the characteristics of the job task. Many would suggest that they have the competence to do the work.

She enters the orders fast and with accuracy.

He always jumps right in and gets things done.

She can answer any question about our policies and procedures.

He is great with the computers.

She never leaves before wrapping up what needs done that day.

More Than Just A Task

What this really means is that they are competent with the job task. In today’s workplace, being competent mechanically is probably not all that is required. Putting the round peg in the round hole, the square peg in the square hole, and stuffing everything in a box to ship is really just mechanical.

Employees sometimes argue, “I can do everything required, why am I stuck in this position?” Often what they are missing is the ability to navigate the emotional labor requirements of the job.

She enters the orders fast and with accuracy, but don’t you dare interrupt her or she’ll snap.

He always jumps in and gets things done, but don’t ask for help in another department because that is not his problem.

She can answer any question, but you have to make sure she is in a good mood first.

He is great with computers but he always makes others feel bad by talking down to them when they don’t immediately understand.

She never leaves before finishing all her work, but she often makes mistakes in her rush to get things done.

Improve Job Performance

Being in compliance of what is required for the job task is important but today you have to put in the emotional labor too. Emotional labor may be having patience with others, the ability to navigate generational differences, or put the needs of the many in front of the needs of your own work.

Being able to dot the I’s and cross the T’s, is good. Skills to put the nut on the bolt, thread the needle, and hit the enter key are also important.

Today the best path to improve job performance isn’t always just about the mechanics, it is also about your emotional intelligence and the ability to put in the required amount of emotional labor.

– DEG

Dennis E. Gilbert is a business consultant, speaker (CSP^TM), and corporate trainer that specializes in helping businesses and individuals accelerate their leadership, their team, and their success. He is a five-time author and some of his work includes, #CustServ The Customer Service Culture, and Forgotten Respect, Navigating A Multigenerational Workforce. Reach him through his website at Dennis-Gilbert.com or by calling +1 646.546.5553.

Dennis Gilbert on Google+

Tag Archives: competence

May 21

-

Competence Evaporates

May 21

-

Smart Boss

Feb 21

-

Professional Value Measured

Jan 21

-

Talent Bar Surprise

Aug 19

-

Professional Growth

Tested Competence

Jan 18

-

Mechanics of the Job

More Than Just A Task

Improve Job Performance

Search This Website

Subscribe to Blog via Email

Blog (Filter) Categories

Follow me on Twitter

Assessment Services and Tools

Recent Posts

Email Signup

Subscribe to newsletter

Contact Info