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    Glossary›Competency
    Glossary · Pedagogy

    What is Competency?

    Definition

    Competency is a defined skill, ability, knowledge area, or behavior that a role or organization requires. Examples include 'customer communication,' 'technical troubleshooting,' 'strategic thinking,' or 'ethical decision-making.' Competencies are distinct from job tasks; they are the underlying capabilities that enable good performance. A competency framework maps which competencies each role needs, at what level (novice, proficient, expert), guiding hiring, development, and succession planning.

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    SkillRole RequirementCapabilityDevelopment FrameworkPerformanceCompetency
    In short

    Competency at a glance.

    Defined skill or ability a role or organization requires
    Includes knowledge, behavior, and capability dimensions
    Often assessed at different proficiency levels
    Forms the basis for development, hiring, and succession planning

    Competencies: The DNA of Role Success

    A competency is the 'why' behind a job task. A sales rep performs 'outbound calling' (task), but the underlying competency is 'relationship building' or 'resilience.' Identifying competencies lets you train the root capability, not just the surface task. When a process changes and 'outbound calling' becomes 'digital outreach,' the competency 'relationship building' still applies. Competency-based learning is therefore more durable than task-based training. Frameworks organizing competencies by role guide development holistically.

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    Competency — frequently asked

    Aim for 5–10 core competencies per role; more becomes unmanageable. Include 2–3 technical (role-specific skills) and 3–5 behavioral (soft skills, mindset). Go deep on core competencies rather than trying to cover everything.

    Start with what successful performers do. Look for patterns: what behaviors correlate with high performance? Then articulate: what is the underlying capability? Name it clearly and describe proficiency levels. 'Adaptability: Junior adapts to established processes; Senior adapts processes to new market realities.'

    Some competencies are universal (communication, learning agility). Most have role-specific dimensions. A leader's 'communication' looks different from an individual contributor's 'communication.' Define the general competency, then specify expectations by level or role.

    From definition to done.

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