Competencies are the core knowledge, skills, abilities, and motivations required for success at each level in your company. When defined correctly, they can become the centraldriving language for all of your HR programs.
Tom Brady from the New England Patriots is arguably the best quarterback in the NFL because he avoids mistakes. As you establish your competencies, be sure to avoid the following common competency mistakes:
Too Many Levels
Organizations, regardless of size, should have no more than eight competency profiles.
Too Many Competencies
Long competency lists are impractical. As a rule of thumb, go with six to nine competencies for lower-level positions, nine to twelve for mid-level, and twelve to fifteen for executive-level.
Run On Competencies
One competency title containing multiple competency definitions is unusable. Do not jam multiple competencies into one paragraph. Keep them simple and short.
Different competency names and definitions that mean the same thing are redundant and confusing. Example: Visionary Leadership, Strategic Leadership, and Transformational Leadership. You only need one of them.
Illogical Competency Groupings
Competency profiles that do not logically build from level to level make career planning difficult.