The Intersection of Competency-Based Management and Educational Reform: Empowering Change

Apr 19

In the ever-evolving landscape of business and education, traditional social structures could be more effective in meeting the demands of a rapidly changing world. The reason behind this struggle is the disconnect between different segments of society. If we strengthen the connection between business and education, we can co-create an educational system that drives the economy with a competent and innovative workforce.

As Ignite Change Makers continues to pioneer a holistic approach to driving social change, one of my core tenets revolves around adopting competency-based management (CBM) within organizations. Neurodiverse individuals often possess exceptional skills in attention to detail, pattern recognition, and creativity. However, they may

Image for a blog on Competency-Based Management by Gail Suitor of Ignite Change Makers.

face challenges in traditional hiring processes that rely heavily on interviews, resumes, and degrees rather than focusing on practical skills and abilities.

The Evolution of Competency-Based Management

The competency-based management approach has been evolving for over 40 years. Competencies are attributes that influence the performance and achievements of individuals and businesses. These may include skills, behaviors, knowledge, and abilities that play a crucial role in the success of employees and organizations. Typical competencies include analytical reasoning, effective communication, adaptability, customer-oriented, ethical conduct, and collaborative teamwork.

The Link Between Competency-Based Management and Strategic Talent Management

Competency management is a series of approaches that aim to identify and enhance the skills and competencies required to achieve an organization's strategic goals. This practice lays the groundwork for strategic talent management and growth, such as workforce planning, attracting top talent, and developing employees to maximize their capabilities and potential. In a study by the Brandon Hall Group 2018, “The State of Talent Acquisition Practices,” after instituting CBM, companies experienced an average increase of

55% in revenue
45% in customer retention
41% in increased market penetration
41% in customer satisfaction, and
37% in employee engagement.

Transformative Impact of Competency-Based Management on Neurodiverse Individuals

According to a study published in the Journal of Autism and Developmental Disorders, competency-based management can increase job satisfaction and performance among neurodiverse individuals by aligning roles with their specific abilities (Jones et al., 2019). By emphasizing competencies over credentials, companies can create a more inclusive and supportive environment for all employees, fostering a culture of diversity and innovation.

CBM consultants advocate utilizing a company’s mission and value statement to build core competencies for all employees. After this, they drill down into mapping out Leadership Competencies and Functional Competencies needed for success in specialized fields, such as applied knowledge or skills and inherent traits. This innovative approach not only revolutionizes how companies hire, manage, and promote employees but also holds the potential to generate invaluable data for educational institutions to craft more effective curricula.

Leveraging Competency Proficiency Scales for Organizational Success

Competency-based management (CBM) represents a paradigm shift from the conventional model of job descriptions and rigid role delineations. Instead of focusing solely on tasks and responsibilities, CBM emphasizes cultivating and assessing competencies—the combination of knowledge, skills, abilities, and behaviors—essential for success in various organizational roles. By prioritizing competencies over job titles, CBM enables companies to build dynamic, agile teams capable of adapting to evolving challenges and opportunities. This approach is well-suited to neurodiverse individuals, as it provides a more objective and equitable way to evaluate their fit for a role based on their unique strengths and abilities.

An example of a competency scale for Customer Oriented, by Gail Suitor for a blog on Competency-Based Management and Educational Reform.

At Ignite Change Makers, I advocate for the widespread adoption of CBM to unlock the workforce's full potential while adding a twist. By embracing a competency-based approach, organizations can transcend the limitations imposed by traditional job description roles and tap into their employees' diverse talents and strengths. This fosters individual growth and development and enhances team collaboration and organizational performance. Now for the twist to change the world: combine CBM with the organization’s pay scale and profit-sharing, valuing each role equally. Here’s the reasoning: a highly performing receptionist’s competencies are as crucial to the organization’s success and bottom line as the Chief Marketing officer's. The receptionist creates the client’s first impression of the organization and its priority on customer service and satisfaction. (I have yet to find a company exploring this company structure.)

Implementing CBM within organizations offers another opportunity. It generates a wealth of data regarding the competencies exhibited by employees across various roles and functions. When aggregated and analyzed, this data offers valuable insights into the skills and attributes contributing to success within specific industries and sectors. However, the potential impact of this data extends far beyond the confines of the corporate world.

Unlocking the Power of Competency-Based Education for Future Success

In an era where education is the crumbling cornerstone of societal progress, the alignment between competency-based management and educational reform represents a powerful opportunity for transformative change. By leveraging the data generated through CBM practices, educational institutions can gain deeper insights into the competencies valued by employers and industries. This, in turn, enables them to design curricula aligned with the needs of the workforce and the demands of the modern economy.

Imagine a scenario where schools and universities have access to comprehensive data sets detailing the competencies sought by leading organizations in fields ranging from technology to healthcare to finance. With this information, we could update the curriculum by cutting out the time spent teaching skills that computers complete so educators can tailor their curriculum to ensure that students graduate knowing how to leverage technology and have the practical skills and competencies necessary to succeed in their chosen career paths.

Combining the data with competency-based education (CBE) within educational institutions empowers students to take ownership of their learning journey. By focusing on the mastery of specific competencies rather than the completion of arbitrary coursework, CBE promotes a more personalized and flexible approach to education. Students can progress at their own pace, leveraging their unique strengths and interests to achieve mastery in areas that align with their career aspirations—creating access and inclusion for students with neuro-distinct brains, differing abilities, and backgrounds.

The benefits of competency-based education extend beyond individual students to encompass the broader societal landscape. By equipping graduates with the skills and competencies employers value, educational institutions play a crucial role in driving economic growth and innovation. Moreover, by fostering a culture of lifelong learning and adaptability, CBE prepares individuals to navigate the complexities of an ever-changing job market with confidence and resilience.

In conclusion, the intersection of competency-based management and educational reform holds immense potential to reshape corporate and educational landscapes. By embracing a competency-based approach to talent management, organizations can cultivate high-performing teams capable of driving innovation and sustainable growth. Simultaneously, adopting competency-based education within schools and universities empowers students to develop the skills and competencies needed to thrive in the 21st-century economy.

As Ignite Change Makers continues to advocate for holistic approaches to driving social change, I remain committed to bridging the gap between industry and education. By fostering collaboration and knowledge sharing between these two spheres, we can create a future where everyone can realize their full potential and contribute meaningfully to society. Join me in igniting a revolution of change that transcends traditional boundaries and paves the way for a more inclusive, equitable, and prosperous future. Together, we can rewrite the narrative of what's possible and empower individuals to shape their destinies.

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Hey There, I’m Gail Suitor

Living and working with a neurodivergent brain can be challenging. I know because I have one, raised three, and taught many over 25+ years.

I help learning disabled people break free from labels so that they can appreciate their unique brains, ignite their brilliance, follow their passions, and become the change makers they were born to be.

My Change Maker Accelerator Program uses Mastermind Pods to help participants learn the 7 strategies of highly effective neurodiverse people so that they can discover their superpowers, develop their Ultimate Change Maker Blueprint, and create the life they want.