In a rapidly evolving business landscape, understanding and developing the competencies of your workforce is critical to maintaining a competitive edge. The Competence Analyzer in My360 is a versatile tool that helps organizations evaluate, track, and enhance the skills and expertise of their teams and individuals. By aligning competencies with organizational goals, it enables targeted development, strengthens leadership, and supports innovation.
This article explores how the Competence Analyzer works, why it avoids predefined profiles, and how it can drive measurable growth and success.
What Is the Competence Analyzer?
The Competence Analyzer is a tool designed to assess the competencies of individuals and teams within an organization. It identifies strengths, highlights gaps, and provides actionable insights to guide development. By creating customized competence profiles, organizations can ensure their talent is aligned with their strategic goals and innovation needs.
Why No Predefined Competence Profiles?
Unlike traditional tools, the Competence Analyzer does not offer predefined profiles. Instead, it provides the flexibility to create profiles tailored to the unique needs of your organization. Here's why:
Customization for Relevance
Every organization has different priorities, cultures, and challenges. A one-size-fits-all approach risks missing the nuances of specific roles or industries. Custom profiles ensure assessments are relevant and actionable.
Example:
A tech company focused on AI development might prioritize competencies in machine learning and data analytics, while a consultancy firm emphasizes client relationship management and communication skills.Dynamic and Evolving Needs
Competence requirements change over time due to technological advancements, market trends, and strategic shifts. By allowing organizations to define and update their profiles, the Competence Analyzer remains adaptable to these changes.
Example:
As sustainability becomes a global priority, organizations can add competencies like "sustainability strategy" or "green innovation" to their assessments.
Encouraging Ownership and Collaboration
Involving leadership and HR teams in defining competencies fosters alignment and ownership. This process ensures the assessment reflects real business needs and encourages stakeholder buy-in.
How the Competence Analyzer Works
Step 1: Creating a Competence Survey
To get started, create a Competence survey in the MyClients section of My360.
Create a New Survey:
Select an existing client or add a new one with relevant details.
Go to the Competence Surveys section and use one poll credit to create a survey.
Each poll allows up to 100 participants unless you hold a Black Belt, in which case participation is unlimited.
Competence Areas and Competences:
Specify competence areas (e.g., creativity, communication, project management).
In each competence area, specify the needed competences. Remember that you have the option to set a competence as “Not relevant” when you build the competence profiles in step 4.
Add Business Roles and build the competence profiles:
Add business roles such as Innovation Leader or Team Member.
Build the competence profile for each added business role, by setting the needed competence level for each competence. Not relevant should be used when the competence is not in scope for the business role. Knowledge the business role just needs to theoretically know about the competence. Skills is when the business role should be able to do the task. Expert is when the business role masters the competence and can teach others in the competence.
Step 2: Creating a Competence poll
The competence poll is survey based on specific Competence survey with invited participants. The competence poll has a lifetime of up to 3 months, compared with the competence survey that can be used in many polls over time.
Create a Competence Poll and Invite Participants:
Go to the MyClients app in My360.
Select the client.
Click the Client Polls menu item and then click on Add new poll. Select InnoComp in the drop-down list.
Give the competence poll a Title, Start date, an End date and select the Competence survey to use.
Step 3: Inviting Participants
Add participants to the competence poll and send invitations to them via email. Each poll allows up to 100 participants unless you hold a Black Belt, in which case participation is unlimited.
Add Participants to a competence poll:
Go to the MyClients app in My360.
Select the client.
Click the Client Polls menu item and then click on competence poll in the list of polls. Competence polls are prefixed with a Q.
In the competence poll dashboard participants can be added one by one, or uploaded in an Excel file.
Invite participants to the competence survey:
Click the button Invitations & Reminders
As default all added participants are marked as target for the invitation. If you just want to invite a subset of participants mark/unmark.
You can send an invitation to yourself as preview.
When you are ready for sending all the invitations, click the button Send invitation to selected
If needed there also a possibility to send reminders. Reminders will be sent to all that not have completed the competence survey.
Each participant will receive a link to complete their assessment, rating their proficiency using a four-level scale:
None: No experience.
Knowledge: Theoretical understanding.
Skills: Practical, hands-on ability.
Expert: Able to train others in the competence.
Step 4: Visualizing and Analyzing Results
Results are displayed in the Competence Analyzer app as spider diagrams, offering a clear view of strengths and gaps across competence areas. Use these insights to:
Identify individual and team development needs.
Compare results from previous polls to track progress.
Align coaching and training initiatives with organizational goals.
Applications of the Competence Analyzer
Leadership Development
The Competence Analyzer supports leadership growth by identifying gaps and strengths in key competencies. It ensures leaders are equipped to drive innovation and navigate complex challenges.
Example:
An Innovation Leader in the Exploration phase (H2-H3) might focus on competencies like future thinking and creativity, while an Execution phase (H1) leader emphasizes project management and commercialization skills.
Team Optimization
By assessing team competencies, organizations can ensure their teams are balanced, aligned, and capable of achieving their goals. The tool helps identify collaboration opportunities and gaps that need addressing.
Example:
A team responsible for a product launch may need strong collaboration and technical skills. The Competence Analyzer can pinpoint gaps and guide development efforts.
Strategic Alignment
Competencies play a critical role in achieving strategic objectives. The Competence Analyzer ensures that skills and expertise align with the organization’s goals, creating a clear path to success.
Best Practices for Using the Competence Analyzer
Update Competence Profiles Regularly
Ensure that profiles reflect current organizational needs, market trends, and strategic priorities.Combine Individual and Team Assessments
Assess individuals and teams together to gain a holistic view of organizational competencies.Leverage Insights for Development
Use assessment data to guide coaching, training, and talent development programs.Encourage Stakeholder Collaboration
Involve leadership, HR teams, and managers in defining and reviewing competencies to ensure alignment and buy-in.
Benefits of the Competence Analyzer
Tailored Assessments: Customizable profiles ensure relevance to specific roles and goals.
Scalability: Suitable for individual assessments, team evaluations, and organization-wide analysis.
Data-Driven Insights: Clear visualizations help prioritize development efforts.
Progress Tracking: Monitor improvements over time and adjust strategies accordingly.
Conclusion
The Competence Analyzer in My360 is more than just an assessment tool—it’s a strategic asset for building a resilient, skilled workforce. By enabling organizations to define their own competence profiles and track progress, it ensures development efforts are meaningful, actionable, and aligned with business goals.
In an era where talent is a key driver of success, the Competence Analyzer empowers organizations to unlock the full potential of their teams and individuals. Whether for leadership development, team optimization, or strategic alignment, it’s the ultimate tool for driving growth and innovation.