2 Responses

1. Where to start !
   Have managers been involved in their development ? How and why do current managers support them, for what purposes ? What’s in it for them ? What is the purpose of the ‘activities’ ? What context are they set in etc etc Give us some clues and we might be able to help.

2. making competencies clear
   One exercise that I find helpful is to use the competency title to generate discussion about what the behaviours you would expect to see under that heading.

   So if you have a competency called “Delivering a Customer Focused
   Service” you would ask “what does that look like?” Or “what behaviours would you expect to see?” and the discussion should return answers like “treating people with respect, using corporate greetings, being polite, explores customers issues, respond to customer enquires, using communication media appropriate to the customer” etc.

   You can run this exercise as a large of small group exercise.

   As facilitator, you need to ensure that the learners don’t get hung up on processes. Repeatedly asking HOW usually gets learners on the right track.