Achieving Competence Equilibrium

Developing and continuously improving competence is one of the pivotal pillars of professional growth. In today’s era of AI (Artificial Intelligence) where everything is data-driven, the future workforce needs to reflect on their skillset continuously.
So how do we develop competence? or what is competence, to start with? Well, the dictionary defines it as ‘the ability to do something successfully or efficiently.’, however, in the corporate world, it translates into knowing what and how to do something.
Competence = What X How
The ‘What’ part can be expressed in the KPIs (Key Performance Indicators) and the ‘How’ part defines the organizational values.
A Competence Equilibrium is achieved when an individual achieves the KPIs while practicing Organizational Values.

Your Expert Opinion:

Have you ever lead people who were in any of these four categories? If yes, how did you lead them towards achieving/maintaining competence equilibrium?

How can these gaps be filled? Share your best practices!

Questions For L&D Leaders

Over the last decade, the role of L&D has undergone enormous changes, strategically. This has been the result of an increasingly competitive business landscape, shifts in global economies, rising complexity, and the digital revolution. 

As per Nick Van Dam, author of “25 Best Practices in Learning & Talent Development” today L&D’s strategic role spans over these five key areas:

As L&D professionals you must be well aware of these areas and most probably taking care of each right now. However, I would like to put some questions here that might help you get clarity & connect the dots between your L&D strategy and its translation into successful execution.

1: Attract And Retain Talent:

L&D is responsible for both attracting & retaining talent. To gauge your effectiveness, ask yourself the following questions:

• What are the top three reasons of people joining our organization?
• What are the top three reasons of people leaving our organization?
• Who is responsible for employees’ growth in our organization?
• Are we providing enough learning & development opportunities to our employees?

2: Develop People Capabilities:

Your development capabilities and efforts can be gauged by your answers to the following questions:

• Do we have a structured people development plan that is aligned with our corporate values?
• Do our employees know about such a plan?
• How much are we investing (time & resources) into ongoing L&D activities to retain its value?
• Are we investing enough (time & resources) into developing the next generation of leaders for our organization?

3: Create A Values-Based Culture:

L&D’s role is very critical here and following questions may act as a litmus test to identify your organizational culture:

• Is our organization Compliance or Value based, and what are we doing about it?
• How many of our Corporate Values are embedded into employee KPIs?
• Is there an alignment between employees’ personal values and our organization’s values?

4: Build An Employer Brand:

To define, gauge and enhance your employer brand is a shared responsibility where L&D plays a strategic role. Answer the following questions to see if your organization is moving in the right direction:

• What is our employee value proposition and are we communicating it explicitly?
• Is our corporate personality aligned with our corporate character, if not then what are we doing about it? (Watch Farhad Karamally’s ‘Organizational Challenge: Freedom and Framework Balance | MILE Webinar’ for details)
• How do we define and measure the candidate and employee experience?

5: Motivate And Engage Employees:

Engaged and motivated employees do wonders for organizations. Gauge your efforts in this direction by answering the following questions:   

• As an organization, do we believe in lifelong learning?
• Are we giving our employees regular, structured opportunities to learn & develop new competencies?
• Are our equipping, encouraging, and incentivizing our leaders to connect with their team members on a regular basis?

Share Your Experience:

Comment your answers to the following two questions to help fellow L&D professional benefit from your experience:

Q1: What challenges have you faced with your L&D strategy in the last decade and how you overcame them?

Q2: What would you suggest to budding L&D professionals who are struggling with their role in today’s rapidly changing world?

Iqbal & Leadership

Leadership is one of the topics that has existed since humans started working with each other, and like many other things evolved over the centuries. We study leadership in school and colleges, experience it at home and work places, and often practice it too, yet different people have described it in many different ways J

Well, today we will be talking about how Allama Mohammad Iqbal (aka Allama Iqbal), one of the most influential poets/philosophers of Subcontinent has described it in one of his poems. He named the poem ‘Mard-e-Musalman’ and is part of his work from Zarb-e-Kaleem, written in 1936 AD.

I will be sharing the stanzas of the poem and for ease of understanding will simply mention the Leadership traits that I believe exist in the message:

Har Lehza-e-Momim Nae Shaan, Naee Aaan; Guftar Me, Kirdar Me Allah Ki Burhan

Interpretation: Man should have strong character. His talk and deeds should be in accordance with God’s orders

Leadership Traits:
Strong Character (acting God’s representative on earth)

Qaharee-o- Ghaffare-o- Qudoose-o- Jabroot; Yeh Chaar Anasir Hoon to Banta Hay Musalman

Interpretation: Man must be powerful / bold enough to stand for right and at the same time humble enough to forgive. He must be pure and compelling

Leadership Traits: Amalgamation
of these 4 traits “Power/ Forgiveness/ Purity/ Persuasiveness”

Hamsaya-e-Jibreil Amee Banda-e-Khaqi; Hay Iska Nasheman Na Bukhara, Na Badakhshan

Interpretation: The one, who achieves greatness, yet remains very humble. The one, who never stops improving himself

Leadership Traits: Perfect combination of humility and greatness

Yeh Raaz Kisse Ko Nahe Maloom Ke Momin; Qaari Nazar Aata Hay, Haqeqat Me Hay Quran

Interpretation: Some may like him, some may not, but he lives his life as per God’s orders

Leadership Traits:
Man of principles

Qudrat Ke Maqasid Ka Ayyar Iske Irade; Duniya Me Bhee Mezaan, Qayamat Me Bhee Meezan

Interpretation: Man must be determined and should lead a balanced life

Leadership Traits:
Determination & balanced lifestyle

Jis Se Jigar-e-Lala Me Thandak Hoo Woh Shabnum; Daryaon Ke Dil Jis Se Dehal Jaein Woh Tufaan

Interpretation: Man must know the art of being either firm or easy, as per circumstances

Leadership Traits:
Soft like a dew, yet tough like a storm

PS: Most of Iqbal’s work was aimed at enlightening/awakening the Muslims of Subcontinent of that era, and therefore it’s common the find words like ‘Musalman’ (meaning Muslim), Quran (The Holy Quran), Allah (God) in his poetry. However, the message is universal, and I believe that good things are worth sharing with everyone, regardless of their origin. What is important is the message that we could derive from it and use to become better human beings.