Meaningful Competence™
Career Enhancement, Employee Agility
Finally, a strategy that employees use to enhance their careers and companies use to increase workforce agility.
We Want to Be Valued
We Can Increase Skills Forever...
...but focusing on skills will not bring lasting value, especially as we constantly need new skills in a constantly changing environment. Real value results from competence that is meaningful not only to the organization, but also to the employee.
Should We Focus on Success?
A common definition of success is that if you work and train hard enough, you can be the CEO, a division leader, the greatest salesperson, or another great leader or best at something. That's motivating to the top 5 percent of people, but the other 95 percent know they will never reach lofty leadership positions or be the best at something, but they do want to be recognized for the value they bring.
I Exceed Expectations
One company changed the midpoint of their appraisal process to "Exceeds Expectations." Seems no one felt valued when told they only met expectations. That's good—most people want to be considered as better than average, but also frustrating—basing value on comparisons is a poor and demotivating strategy.
The Company Wants to Know an Employee's Value
The company has limited resources. The company needs a way to know and build the real, measurable value employees bring to improve their personnel decisions and efficiently maximize the production of value for their customers.
The Employee Wants Recognition for the Value They Bring
Employees will gladly increase their engagement, learn new skills, increase their accountability, and do more if they know what value looks like and are recognized for the value they bring. Without that recognition, they'll merely be employees waiting for specific instructions so they don't run the risk of being punished for their errors.
Presenting
THe Outcomes of Meaningful Competence™
Employees/Job Seekers
Employees/Job Seekers
Employees/Job Seekers
Individuals use the Meaningful Competence™ strategy to become intrapreneurs. As an intrapreneur, you'll use the strategy to determine and provide the real value the organization and your team needs. You'll have the tools to target your personal improvement and communicate your value to improve your current job and get that next career enhancing event. Using the Meaningful Competence™ strategy, you'll eliminate stressful unclear expectations and replace them with Value-Added Outputs. You'll make your value visible to your supervisors and to yourself.
Entrepreneurs
Employees/Job Seekers
Employees/Job Seekers
The choice to move from employee to entrepreneur is exciting, yet tough. Your language must change from what you do to the real value you provide. You'll use the Meaningful Competence™ strategy and toolkit to make that change. You'll start by identifying the value you bring and building your value story. Soon, your value story will flow so well that those you work with to build your business, such as marketing and sales, reflect that value story. As your business grows, you'll use the strategy to make sure each employee you bring on knows the valued outputs they should produce.
Organizations
Employees/Job Seekers
Organizations
Organizations use the Meaningful Competence™ strategy to partner with their employees to produce value and increasing workforce agility. Through the use of Value-Added Outputs, supervisors and subordinates quickly adjust to industry and organizational changes. Employees have a strategy and toolkit to become intrapreneurs, focused on producing value that benefits the organization as well as themselves. Using the strategy and toolkit, supervisors can easily support career growth and provide employees recognition based on the real value each employee brings.