The HR world has been all a buzz with SHRM’s announcement of a switch to a competency-based certification. In an email to members, the SHRM CEO stated, “We believe a competency-based certification is the new standard for HR professionals around the globe. Our members have told us this; and we have listened.” Regardless of whether or not you agree or disagree with SHRM’s move, competency models are prevalent. The career development world has been competency-based through its Career Development Facilitator Training for quite some time. What is a competency? Good ole Wikipedia provides us with this definition: “A competency is
Being in a leadership role seems to be the ideal in most companies. Leading is what people strive for, and in most cases I think this is the norm because it is the only path by which advancement can take place. Want to move up and get paid more? Well then you have to lead and manage others. Another way to help people grow A client we’re working with is considering dual career ladders for the organization. With this organizational structure, there are advancement opportunities into the traditional route of leadership, but there is also a path by which people
Last week, I had to share some information with someone that was unpleasant. I was nervous about how to deliver the message, but I went back to the steps I recommend to leadership coaching clients when they have to deliver and discuss issues that involve conflict. This is a very common issue that leaders have to navigate, and the best method to handle or diffuse conflict is to address it. The worst thing that can be done is to ignore. If you’re struggling with how to handle a situation head on, use these steps to make it easier: 1. Get
I was mad. Really mad. I had an appointment with a client. He asked to reschedule because he said he would be out of the office all day the day we had scheduled to meet. I showed up at the company the day we were scheduled to meet in order to meet with one of his colleagues and out he walks. He’s there. I felt lied to and intentionally blown off. He said nothing. I said nothing. I expected an apology or at least an explanation e-mail or phone call to come from him. I got nothing. In inquiring about
I ran into a professional contact at a local conference last month. She’s an attorney with experience in HR and has provided me with some legal advice related to a consulting project I had last year. I hadn’t seen her in about six months and we have probably interacted two or three times over the last couple of years. We caught up, talking about family and work. Being 38 weeks pregnant at the time, she asked about our growing family. It is always a pleasure talking to her, and I left our conversation being thankful that there are professionals like