Competency models identify what an organization needs people in a particular role to do in order for it to succeed and create competitive advantage. They intrinsically motivate people to mastery, and they provide each person with a road map for how to be great.
The responsibility of talent development and learning and development is to provide the best chance for learning transfer to occur, such that the required skills are acquired, and business results follow. If the competency models define the required skills, then you need to make sure you have, or create, competency-based learning. In this webcast, we’ll show you the process for mapping models for learning, including informal learning.
You’ll learn how to:
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Cheryl Lasse is SkillDirector’s managing partner. Her goal is helping people and companies achieve their potential. Cheryl has extensive experience with competency model development and implementation, and enjoys sharing her knowledge and passion with others. She believes people are intrinsically motivated to excel if they are given access to a competency model for their role, the opportunity to assess themselves against that model, and personalized learning to help them close gaps and meet aspirational goals. This philosophy has been embodied in the Self-Directed Learning Engine, the engine behind the ATD Skill Tracker. Cheryl has a strong background in consulting, marketing, and sales, mostly in technology companies, in which training has played a chief role throughout her career. She holds bachelor’s degrees from Syracuse University in computer science and HR, and an MBA from the University of South Florida.
