1. 1. 1 Life Cycle Institute Life Cycle Institute Competency Based Learning An Uptime Element supported by Life Cycle Institute best practices
2. 2. 2 Life Cycle Institute What is competency-based learning? The meaning of competency-based learning (CBL) varies from organization to organization Competency (wikipedia): The ability of an individual to do a job properly. A competency is a set of defined behaviors that provide a structured guide enabling the identification, evaluation and development of the behaviors in individual employees.
3. 3. 3 Life Cycle Institute
4. 4. 4 Life Cycle Institute 6 essential components Choose a learner: role/function, division, entire organization Identify desired competencies Perform a gap analysis Develop Individual Development Plans (IDPs) Implement IDPs Monitor results. Adjust IDPs & coaching strategies as needed 1 2 3 4 5 6
5. 5. 5 Life Cycle Institute Choose a learner What is the scope of your competency-based learning program? Who are the learners?
6. 6. 6 Life Cycle Institute Identify desired competencies Keep this simple Limit to 8-10 competencies Define basic, intermediate, advanced behaviors Easy to read in a table format
7. 7. 7 Life Cycle Institute Performing a gap analysis Keep it simple Manager and individual assess separately Come to consensus Choose a target level (basic, intermediate advanced) for each competency
8. 8. 8 Life Cycle Institute Create individual development plan Choose 2 competencies to work on within 90 days: 1 that is achievable within 30 days 1 with the biggest impact Choose learning interventions to meet competency goal Could be a class, advanced job responsibility, self- study or a combination Identify timeframe and support needed
9. 9. 9 Life Cycle Institute Provide opportunity for learner to engage in activities to develop competency Check in ideally every 2 weeks during timeframe Adjust the plan as needed Celebrate progress! Implement and monitor development
10. 10. 10 Life Cycle Institute Implementing competency based LEARNING People learn from their experiences. The 70-20-10 model for learning design recognizes and leverages the way we really learn. 70% application, doing it, stretch goals 20% coaching, peers 10% classroom / formal Organizations report people learn more, better, faster when 70-20-10 is applied. And they report up to a 75% reduction in their training spend!
11. 11. 11 Life Cycle Institute 3A Learning : a model to implement 70-20-10 Purpose Tools Align Assess need / skill gap Set goals Define follow up plan Blooms Learning Objectives Learning Impact Maps Assimilate 10% Active Learning Learning Objectives Application practice Facilitator Competencies Action Planning Impact map Apply 70% + 20% Document 90-day goals Accountability Sustain behavior change Results Partner with manager Follow through Coaching Celebrate success
12. 12. 12 Life Cycle Institute 3A Learning and ADKAR ADKAR and ADKAR terms are trademarks of Prosci. Used with permission. www.change-management.com. Awareness Learning Impact Map objectives Desire Learning Impact Map behaviors / results Knowledge Relevant, participant-centered learning event Ability Mentor Coach Reinforcement Accountability Success stories Celebration
13. 13. 13 Life Cycle Institute Education@LCE.com www.LCE.com 800-556-9589 The Life Cycle Institute is the learning, leadership and change management practice at Life Cycle Engineering.