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The Big Three – Top 3 Business and Organizational Core Competency Factors
Competencies and I go way back. Over the years (a lot of them), I’ve seen the power they can have as a tool to align, guide, and steer. The list of competencies seems endless – we could probably list 50 in just a few minutes.
When that was done, we would be able to see that some seem more important than others. In fact, there are three competencies that rise to the top because they are critical in every environment – and they always will be.
But let’s take a step back first to make sure we’re all on the same page. A good working definition of a competency is a set of behaviors that are linked to success. Examples of competencies include: Customer Focus, Flexibility, Outcome Orientation, etc… Competencies are typically used to define and focus development, as a framework for succession planning, as a language to help with career discussions, and even as a driver of compensation in some cases.
The Big Three?
Communication… Collaboration… Values Orientation. Simply put, in all of the competency-based work I’ve done, these are almost always in the mix. Many other competencies are important too, but none will stand the test of time and be as broadly important as The Big Three. They will not become obsolete, passé, or irrelevant. I have a theory on why that is true, and if I’m right, it will present a call to action for many of us.
The Theory.
Although The Big Three have enjoyed universal importance, the behaviors that underlie them will change over time, as they have in the past. For instance, being a good communicator is different today than it has been in the past. Innovative tools, new generations, faster pace, and permanence have all impacted the behaviors that constitute being a good communicator.
Collaborating is different today than it has been in the past.
We’ve become enlightened as to the power of collaboration. Our view of collaboration has shifted from compliance (being a good team player) to one of synergy (collectively we are better than the sum of our parts).
Values Orientation is different today than it has been in the past.
Research has proven the connection between engagement and organizational performance. The alignment between personal values and organizational values is a necessary element for an employee’s connection to the mission of the organization.
Without that alignment, employees need to be someone different at work than they are at home. Incongruence produces stress, which makes the relationship unsustainable. So employers are paying more attention to fit, with Values Orientation being a big part.
Call to Action:
We must guard against becoming complacent and even losing relevance. If you mastered The Big Three in the past, understand that the world has shifted and will continue to shift around you.
For you and your team to be most effective, you may need to figure out how to communicate successfully with multiple generations, or how to use that new tool for sharing electronic documents, or how to develop an alignment between your personal and organizational values.
If you are new to the workforce with a lot of career runway ahead, consider adopting The Big Three as the focus for your development. It will serve you well regardless of the path you take.