Teams cannot achieve their goals if team members aren’t capable enough, and managers must therefore contribute to the development of competence.
Many maturity models are available to assess competence in businesses, however, most of them don’t factor in all dimensions and they don’t address the fact that organizations are complex social systems.
To know how a business performs we need to measure it, which requires metrics on multiple levels and in various dimensions. These include areas such as:
- People
- Tools
- Functionality
- Quality
- Time
- Process
- Value
From a traffic management perspective there are seven approaches to competence development:
- Self-development
- Coaching
- Certification
- Peer pressure
- Adaptable tools
- Supervision
- Management
Though some of these are more important than others they all have a role to play in the development of discipline and skills.
The management part of competence development consists of differing responsibilities, such as having one-on-one sessions, organizing 360-degree meetings, growing bottom-up standards, and managing the system, not the people.
Read on for the other views of Martie:
Energize People, Empower Teams, Align Constraints, Grow Structure, Improve Everything
