Skill and competency models are often used to shape learning and development strategies. The conventional process is to find the skill gaps and address them, but can we go beyond that? If so, how?

The order of time by Carlo Rovelli triggered my thinking and resulted in yet another look at how to visualize skills in the context of a Competency Model.

"To be a master of metaphor is the greatest thing by far. It is the one thing that cannot be learnt from others, and it is also a sign of genius." ~ Aristotle

Competency Models offer a unique view into the hidden world of skills that are not yet in place.

There are moments we benefit from how fast we can accomplish a task, but we should cherish moments when there is a pause. Pause to reflect on your skill model.

I have been keeping a personal learning plan for many years. Recently I realized some important links between learning plans and competency models.

Please take this short survey on skill and competency models, how they are developed and applied, and possible future directions.

Competency models need to move from a description of skills to prediction of performance. They need to become tools for individuals not just organizations.

Why taking the initiative is better than being ordered to do things? A step forward to confirm skills, to claim skills or to suggest skills.

When you give something away without expecting anything in return creates an incredible bond that can be compared to a community or family. The art of giving.

Recent research by LinkedIn found that skill management is the most important focus on learning and development in 2018.

Observing skills, roles, behaviours we may conclude there must be other skills, not claimed or visible but unexpected. This is where potential can be found.

TeamFit connects competency models to its skill graph to obtain the most accurate map of where you are and where you want to go.

As companies become more customer-centric they need to evolve the skills of their workforce. Layer skills onto the customer journey map to see the skill gaps.

At TeamFit, we want to see a bit of unexpected, some wabi-sabi in the world of skills. We are building a skilltuner that brings skill differences into focus.

Pattern recognition is one of the most important foundational skills but also one of the most difficult to come to grips with.

A Competency Model that combines a top-down approach with bottom-up unique skill signature has a good chance to deliver instant value.

In the future, will competency models need to cover robots? Should competency models focus on processes or outcomes? Blending learning takes on a new meaning.

How we can connect a competency model with a top-down approach with a bottom-up approach? New insights are generated by the combined approach.