Competency Based Learning
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Transcript of Competency Based Learning
1© Life Cycle Institute© Life Cycle Institute
Competency Based LearningAn Uptime Element supported by Life Cycle Institute best practices
2© Life Cycle Institute
What is competency-based learning?
The meaning of competency-based learning (CBL) varies from organization to organization
Competency (wikipedia): The ability of an individual to do a job properly.
A competency is a set of defined behaviors that provide a structured guide
enabling the identification, evaluation and development of the
behaviors in individual employees.
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4© Life Cycle Institute
6 essential components
Choose a learner: role/function, division, entire organization
Identify desired competencies
Perform a gap analysis
Develop Individual Development Plans (IDPs)
Implement IDPs
Monitor results. Adjust IDPs & coaching strategies as
needed
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Choose a learner
• What is the scope of your competency-based learning program?
• Who are the learners?
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Identify desired competencies
• Keep this simple• Limit to 8-10 competencies• Define basic, intermediate, advanced
behaviors• Easy to read in a table format
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Performing a gap analysis
• Keep it simple• Manager and individual assess separately• Come to consensus• Choose a target level (basic, intermediate
advanced) for each competency
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Create individual development plan• Choose 2 competencies to work on within 90 days:
– 1 that is achievable within 30 days– 1 with the biggest impact
• Choose learning interventions to meet competency goal– Could be a class, advanced job responsibility, self-
study or a combination• Identify timeframe and support needed
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• Provide opportunity for learner to engage in activities to develop competency
• Check in ideally every 2 weeks during timeframe
• Adjust the plan as needed• Celebrate progress!
Implement and monitor development
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Implementing competency based LEARNING
• People learn from their experiences.• The 70-20-10 model for learning design
recognizes and leverages the way we really learn. – 70% – application, doing it, stretch goals– 20% – coaching, peers– 10% – classroom / formal
• Organizations report people learn more, better, faster when 70-20-10 is applied. And they report up to a 75% reduction in their training spend!
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3A Learning® : a model to implement 70-20-10
Purpose
Tools
Align
Assess need / skill gap
Set goals
Define follow up plan
Blooms
Learning Objectives
Learning Impact Maps
Assimilate
10%
Active Learning
Learning Objectives
Application practice
Facilitator Competencies
Action Planning
Impact map
Apply
70% + 20%
Document 90-day goals
Accountability
Sustain behavior change
Results
Partner with manager
Follow through Coaching
Celebrate success
12© Life Cycle Institute
3A Learning® and ADKAR®
ADKAR and ADKAR terms are trademarks of Prosci. Used with permission.
www.change-management.com.
AwarenessLearning Impact Map
objectives
DesireLearning Impact Map
behaviors / results
KnowledgeRelevant, participant-centered learning event
AbilityMentorCoach
ReinforcementAccountability
Success stories Celebration
13© Life Cycle Institute
www.LCE.com
800-556-9589
The Life Cycle Institute is the learning, leadership and change management practice at Life Cycle Engineering.