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How you can get training material on competency development skills by using this dead-simple download

Today we want to introduce you to something that’s going to make your life easier. Especially, when it comes to delivering courses on competency development skills.

You’ve probably already learned that competency development has never been more critical. And, unlocking ways to share this knowledge in the form of a training course can be very challenging – especially when time is at a premium.

The course development team at Oak Innovation provides pre-written and 100% customizable training material on competency development that you can use to deliver to offer your courses.

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Our training content makes it easy to convert customer needs into amazing training courses. We encourage you to add your logo and even company-specific examples to offer content that is simple and easy to understand.

Swipe through sample training course material from this training course …

How you can consistently focus on your audience

So, you’re probably wondering how all this works. In our continued efforts to bring our customers the most value we let you download the content instantly. In fact, you don’t have to worry about creating any content anymore. You can just add your logo and start delivering the content as your own.

Before we dive into training content, one thing that we want to touch on first is that you should work on getting inside the heads of your audience. This is essential. And, the easiest way to do this is to understand some fundamentals that will always exist. For example, a competency framework highlights what knowledge, skills, and abilities are valued and promoted by the organization to achieve desired organizational excellence skills. With this in mind, your audience will develop a much deeper understanding of competencies. And, how these competencies impact on organizational success.

The bottom line is that you can use this course material to improve the human resource management skills of all line managers, supervisors, and team leads.

Your time is valuable, so the best approach is to follow the content as provided and instruct your audience on the critical components of competency development. For best results, explore the various learning styles involved. You should encourage your audience by exploring how to identify strong competencies. The content also adds to a growing discussion in companies on the performance factors required, types of learning, and how to use them.

The Competencies Skills training program will primarily address the needs of line-staff and managers who strive to become better at participating in competency-based systems. Professionals will find this program particularly beneficial if they work within highly-skilled business environments.

Here’s what you will receive.

Learning objectives

If you are looking for content to present your own business training course on competency development skills, this is the course material for you. And, you don’t have to be an experienced business trainer to get results like a pro.

At the end of this training course your participants will be able to:

– Understand how competencies can be a business driver

– Identify critical components of competency development

– Understand various learning styles

– Identify and remove obstacles to competency development

– Develop a competency-based approach

Course outline

Why do we need competencies – When we understand ourselves better, we start a journey to become a better version of who we are.

So how can we better understand ourselves? And, how does this all relate to competencies? Well, we first need to stop trying to stop flying around the place busy all the time. Yes, it is ok to pause and take a look at where we are, what we do, and to be honest with ourselves about our knowledge, skills, and abilities.

When it comes to driving these concepts home, one of the most potent ways to get this message across is to explore a working definition of competencies. To share this definition, use the content provided, and don’t be afraid to give your experience of competency development and how this shapes your thoughts on companies and growth.

When you present this course material, your audience will learn about the components of competencies and how they are at the center of conversations on how knowledge, skills, and abilities develop. You’ll be able to share expert advice and insights that highlight how leadership has become a crucial factor in the development of these skills. With these straightforward aspects in mind, you can use the content to explore the role of interdependencies, the benefits of competencies, and the business-critical area of succession planning.

Competency mapping – When people talk about competencies, they often refer to the whole area of competency mapping and job analysis skills. Use the content provided to discuss this critical area, and it is crucial that your audience also understands performance factors.

You should encourage your audience by also sharing some of your personal experiences with competencies. This form of storytelling will significantly improve engagement levels and foster more significant learning. Every time you dip into your own experiences, you’ll offer your audience an opportunity to build common ground and increase trust levels.

Stages of learning – Gaining understanding and useful advice to common questions about competencies is an essential first step to building a better perspective. With this in mind, you’ll get help your audience to uncover their value as they learn about the stages of learning.

Refer to the content supplied and explore how to change perceptions about competency development. And then highlight the key factors involved in learning new competencies. Use the content to examine learning models (e.g., VAK).

Types of learning – Being the most competent person in the room is, of course, a nice feeling. But competence is an unusual concept in this regard. It comprises of so many things. When you explore this material with your audience, the barriers that can exist to competency development skills start to disappear. And, even though your audience may share different backgrounds and experiences, you can improve their understanding of competencies by also considering the “laws of learning.”

Linking your experiences to areas raised by the content will stimulate more learning and encourage greater participation from your audience.

No experience required

Nothing should come between you and delivering amazing training courses. That’s why our newest features – free icebreakers, free training games, and expert training guides are yours at no additional cost.

• Training icebreakers
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• Training games
• How to increase participation
• Learn to improve your questioning skills
• How to improve your listening skills
• Learn how to deal with difficult people
• How to evaluate training courses

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We’ve put together a whole range of informative slides, manuals, and free PDF packages to create a training course that is simple and easy to understand.

This training course material can be downloaded immediately after checkout.

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No matter what stage you’re at in developing your training courses, having access to the right training content can:

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The trick is knowing how to get the right content and having it available for when you need it.

In a nutshell, we reduce the time needed to develop training content. And, at the same time, we can give you access to 50+ training courses that you can easily deliver.

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Frequently asked questions on competency development training courses

What is a competency?

A competency is a collection of related knowledge, skills, and attitudes that affects a significant part of a person's job. Competencies connect with performance on the job and are measurable against well-accepted standards. Competencies will improve with training and development.

What is a competency framework?

A competency framework is a model that outlines what working behaviors represent performance excellence within a company.

What are core performance competencies?

Core performance competencies are the skills, knowledge, and abilities required to perform a task to a level of excellence desired by a company.

What are the main components of a competency?

The main components are:

• Behaviors
• Skills
• Knowledge
• Aptitude
• Personal characteristics

What are the 9 Cs for learning new competencies?

Use this simple technique for remembering the steps involved in learning a new competency.

1. Clarity
2. Curiosity
3. Confidence
4. Creativity
5. Commitment
6. Conviction
7. Celebration
8. Cooperation
9. Concentration

What are the leadership competencies within a company?

Leadership competencies are skills, knowledge, and abilities that generate the performance desired.

What are the critical leadership competencies that companies need?

When deciding who will lead a company’s efforts, a company will often look for the following leadership competencies:

1. Effective communication skills
2. Ability to supervise others
3. Conflict resolution
4. Emotional intelligence
5. Ability to influence others
6. Can manage performance
7. Ability to build teams
8. Excellent delegation skills
9. Can manage and lead change
10. Coaching and mentoring
11. Problem-solving
12. Can motivate others

What are the core competencies of companies?

Peters & Waterman’ book ‘In Search of Excellence’ defined the 'The Excellent Organization' as having the following characteristics:

• Bias for action
• Close to the customer
• Autonomy and entrepreneurship
• Productivity through people
• Hands-on and value-driven
• Stick to the knitting
• Simple form and lean staff
• Simultaneous loose, tight properties

What's the difference between a skill and a competency?

A skill is specific to a task. Whereas a competency also encompasses the knowledge, skills, and abilities that an individual possesses for performance excellence.

What is a competency matrix?

A competency matrix is a tool or technique that records and compares the identified competencies for a role. The results are with the current skill level of the employee(s) that are currently performing these roles. The tool identifies performance gaps and training and development needs.

What are the main benefits of competency development?

Let’s get straight to the point. The main benefits of competency development are:

• Clarifying job and work expectations
• Hiring the best possible people
• Maximizing productivity
• Adapting to change
• Aligning behavior with strategy
• Utilization of talents
• Job enrichment
• Increase in responsibility
• Increase in value to the company
• Personal satisfaction
• Clarity of roles
• Teamwork is improved
• Recognition of value
• Succession planning
• Increased profitability
• Increased earnings per share
• Improved security & survival
• Increased confidence
• Retention of key staff
• Capture of resident knowledge

What are the main barriers to competency development?

Here are the main barriers to competency development:

• Resources
• Environment
• Style
• Time
• Attitude
• Experience

Can I edit these course materials to add my content and logos?

Yes. We allow the full customization of our course materials.

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