Competence curve

Prepared By Manu Melwin JoyResearch Scholar

School of Management StudiesCUSAT, Kerala, India.Phone – 9744551114

Mail – manu_melwinjoy@yahoo.com

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Content

• Introduction. • Competence curve.– Stage 1 – Immobilization. – Stage 2 – Denial.– Stage 3 – Frustration.– Stage 4 – Acceptance.– Stage 5 – Development.– Stage 6 – Application.– Stage 7 – Completion.

• Physis

Introduction

• For a long time now it has been

recognised that during any change

people go through certain stages.

• These stages, as they progress

over time, change the way we are

seen by others and how we feel

about ourselves.

Introduction

• These stages can be plotted on a

graph known as the Change or

Competence Curve.

• Julie Hay matched stages in the

competence curve against stages

in the developmental cycle (Hay

1992).

Competence Curve

Cycles of development

Stage 1• Stage : Being.• Competence : Immobilization• Activity - During a change there will be a

period where we feel "frozen" or "locked up"; for a while we are almost in a state of shock, unable or unwilling to make decisions. In a change like having a new job we may just want to be - to sit at our desk or just be around work colleagues. This would be a time to consider past successes. It might be useful to spend some time pampering ourselves doing things where we can just be. It is useful to plan ways to look after yourself.

Cycles of development

Stage 2• Stage : Doing.• Competence : Denial.• Activity - During this stage we may appear to be

very active as we look to be busily occupied doing things. In a new job we may find that we do what we used to do. We fall back on the old and tried and tested techniques that worked in the past. If things have changed however, these activities are likely to be unhelpful or unnecessary or even unwanted in the new situation we are in. We might feel better because we are active and doing something. Our managers, on the other hand, may experience frustration as it appears that we are not doing the job that we were taken on for. During this stage it is useful to have someone that we trust who will give us feedback on our behaviour, to help us grasp the new reality we are in and yet at the same time understanding the need to be active.

Cycles of development

Stage 3• Stage : Thinking.• Competence : Frustration.• Activity - Eventually it dawns on us that

what we are doing is not actually what is required. This is a period where, through feedback or our own insights, we stop denying the change and its effect. We start to question our abilities and so appear less confident and less competent, and this is how we feel too. Things are just not working out and so there is a feeling of frustration. At this stage we are thinking about the change. During this stage it is useful to recognise that we may feel angry and make arrangements in our life to let off steam safely.

Cycles of development

Stage 4• Stage : Identity.• Competence : Acceptance.• Activity - The identity stage would

suggest that here we are becoming clear about our new role. It is the period where we discover how we should be in order to fit in with the new circumstances we find ourselves in. In the new job, for example, we are discovering our role and understanding better what is expected of us and what we expect of ourselves. It is helpful now to look back at where we were least effective in the past in order to decide how to develop in the future.

Cycles of development

Stage5• Stage : Skills.• Competence : Development.• Activity - Now we are ready to learn

to cope with the new situation and make sense of our new identity, or our new identification with our part in our new situation. Everything is in place for us to start a learning curve and to develop. In the example of a job we would start thinking about courses and plan to develop learning activities that would develop skills and knowledge to do the job that we are in. Now is the time for managers to help the worker make these learning plans, planning not just for courses but other activities that will promote development.

Cycles of development

Stage6 • Stage : Integration.• Competence : Application.• Activity - Here we apply our skills in the

new situation appropriately. We feel more engaged and confident, and it is a time when we can usefully use previous behaviour, knowledge and skills integrated and compatible with our new identity. In the work setting we will be seen to have "got the job under our belt". We would be able to incorporate old skills and knowledge in a way that is congruent with the new expectations of us. During this stage it is helpful to review `old` skills and review what worked in the past whilst asking the question; is this appropriate here and now?

Cycles of development

Stage 7• Stage : Recycling.• Competence : Completion.• Activity - At this stage we are

completely at ease with the new situation. It is almost as if there has not been a change. In the work setting we feel on top of the job and may be looking for fresh challenges, either by expanding our present job or by looking for a new one. At this stage do congratulate yourself for having completed the transition.

Physis

• The spiral of development is a metaphor to describe a complex system and like all metaphors fails in its description when pushed too far. Having said this I would like to suggest that recycling should not be seen as going round in circles, rather the spiral should be seen as moving upward, powered by the life force we all have to continue developing. Eric Berne called this life force Physis (1971).

Thank You

Other TA topics available on slideshare1. Strokes - http://www.slideshare.net/manumjoy/strokes-24081607.

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http://www.slideshare.net/manumjoy/cycles-of-developement-pamela-levin-transactional-analysis.

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