First let’s start with some basic definitions of common terms that we might be using in slightly different ways. We have a somewhat holistic view of learning and development which approaches objectives as shown in the table below:
The first important distinction is the use of only 2 categories of knowledge and skills, 1) professional domain which deals with everything that is usually referred to as “technical” and 2) leadership which deals with what is usually referred to as “soft skills” and covers everything from personal to management and leadership effectiveness.
The second important distinction is the careful separation of knowledge, skills and will where knowledge is mostly about content and information which we refer to as concepts (also called theoretical), skills relate to both mental actions (e.g. thinking skills and decision making) as well as physical actions (e.g. talking or operating a machine) and will relates to the willingness of the individual to choose what specific actions to perform. We believe will is a function of knowledge and skills across professional and leadership domains with particular emphasis on self.
With the above basic definitions in place, we will use one of the approaches Dehumo shared in a blog post to illustrate an application of the frameworks. In the blog post, Dehumo proposed we view jobs as development propositions not just as means to deliver performance and results. The summary of the proposition is in the image below.
If we overlay this idea with our frameworks, it looks like this:
Taking this approach, the development proposition across employee career progression cycle will look something like this:
If you have any questions or wish to explore how any of these can add value to your learning, talent and culture development agenda, contact us, will be happy to have a conversation.