How to present your own training courses on competency development skills

So, you want to present a course on competency development skills but there’s a catch?

It’s a scary moment as you mightn’t have the time to create the content from scratch.

Your audience needs to learn, but you’re not in a position to start presenting the course just yet.

However, there is an option. And, you know it will work.

Ready?

You can instantly download this training course material to present your own training courses on competency development skills.

Let’s get started.

Learning objectives

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 overview

Top business competencies are becoming a focus of recruit initiatives as businesses strive to attract the top talent.

In fact, business success can depend on having solid competencies in place to deliver results.

The course targets people serious about understanding competencies, and who are ready to bring their learning to the next level.

Course outline

Below, we break down how you can present the 4 key sections of this training course.

1. 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?

It’s crucial to use the content provided to:

• Explore a working definition of competencies. </li
• Discuss the components of competencies and how they are at the center of conversations on how knowledge, skills, and abilities develop.
• Outline expert advice and insights that highlight how leadership has become a crucial factor in the development of these skills.
• Explore the role of interdependencies, the benefits of competencies, and the business-critical area of succession planning.

As the content adds unique value, your audience will seek more opportunities to engage within the course. The more value you deliver, the great level of participation that will emerge.

2. Focus on competency mapping

When people talk about competencies, they often refer to competency mapping and job analysis skills.

There’s a reason why.

Use the content provided to:

• Discuss competency mapping.
• Explore key performance factors.

During this section, we suggest that you share your personal perspectives on competency development.

3. Teach your audience about the 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, help your audience to uncover their value as they learn about the stages of learning.

Let’s dive a little deeper into how you can use the content.

Start by discussing how to change perceptions about competency development. Next, highlight the key factors involved in learning new competencies. And, examine key learning models (e.g., VAK).

4. Connect your audience to different types of learning

How do we learn?

Well, competency development initiatives have grounded what we need to focus on.

This section is your opportunity to explore the barriers to competency development skills.

Not only does this content connect your audience to competency development best practices, but it increases their awareness of key skills.

What you’ll get

• 77 Powerpoint slides, to deliver the course.
• 92-page facilitator manual, to help you deliver the course.
• 64-page participant manual, to guide learning.
• 8 train-the-trainer guides, to add extra value.
• Practical exercises, to enhance all learning.
• Further reading list, for your course participants.
• Course evaluation form, tests, and action plan.
• Easy to present, no experience required.

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$79.00Add to cart

Free train-the-trainer guides

With all Oak Innovation training course products, you’ll receive 8 free train-the-trainer guides that will add extra value to your training courses.

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

What our customers say

When you have an urgent need to prepare for training the best thing to do is to order from Oak. We thank them for the great materials that they have prepared. A little permitted company-specific customization by us was enough to present a virtually perfect training session in our company. After this test, we ordered another 10 modules – easily and conveniently. In addition, I received incredibly good service with a personal touch to the client-specific requirements.

Sylvia Stoyanova, Human Resource Manager, Carlsberg

Oak’s educational modules offer a solid framework to structure business education courses. The modules we reviewed provided a clear vision, a coherent structure, and the major points that need to be developed in a management education course. We recommend these modules to instructors looking for a jump start in preparing their future educational offerings and to students wishing to get a good overview of critical business concepts.

Dr. Lee Schlenker, EDSF 2000 Laureate for Technology in Education

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Frequently asked questions

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 and 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.