Succession Planning for Organizations

Workshop Format

The CareerNavigator™ Competency Model System was developed through a scientifically rigorous and validated process. The workshop for creating a new competency model entails a software-aided process designed to take participants through several stages in order to continually narrow the list down from the initial 38 competencies to a manageable size of 12-15 competencies of those factors that are most critical for success in a given job.

The workshop participants serve as subject-matter-experts and the process is facilitated by psychologists and senior consultants of The Water Consulting Group, Inc. As a first step, participants are asked to identify key success factors in the position(s) for which the competency model is being developed. In order to clarify these key components, the following questions are asked:
• What are the organizational considerations impacting your work?
• In comparing high performers vs. low performers, what are the outcomes that should be produced by highly successful people in this position
• What are the essential behaviors required to successfully achieve these strategic business goals and outcomes?

Following this “Job Discussion” stage, participants review the complete “library” of 38 competencies, which encompasses work-related behaviors and skills identified by a firm of organizational psychologists. The development of the model includes structured exercises facilitated by our senior consultants as participants debate and defend their rationale for the competencies they have selected in order to narrow down the list. These exercises incorporate individual decision-making as well as group discussions and consensus building. Additional competencies outside the CareerNavigator™ Competency Model Library are also considered and added to the model if necessary.

The competence model building process concludes by revisiting the job discussion summary to verify and match the Outcomes and Behaviors with the selected competencies and assess if any competencies may have been missed. As a final check, job discussion notes are again revisited and compared against the model to make final additions or changes.

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