Scenario

The client was a state-owned company, specialised in security solutions. The company outlined this year their company strategy for the next ten years and started a process of identification of core competencies for their employees.

Client Challenge

Human Ressource department, which is responsible for the outline of the competence model, wanted to develop a model based on the company’s strategic goals and values. The competence model should take into consideration: what knowledge, personality and behaviour are required by an employee to contribute to the best possible success, the challenges of the digitalisation and specifics of each work areas. HR Department wanted to involve the leaders in the process and was looking for an independent facilitator, who had an experience not only with the implementation of the competence model but also with facilitation of big groups.

Our Way

After the clarification of the expectations of the Human Resource department, we delivered a two-step program:

1. A workshop where the management team chose and defined the core competencies for employees and managers were described. We started the workshop with a case study, which showed the importance of competencies in the teams and motivated the participants to get involved. After that, we started with the selection and the definition of the competencies. During the process, we used different facilitation methods for big groups (such as spontaneous online surveys, Open Space and World Cafe) as we wanted to ensure that the involvement of participants stays at the same level and that the process went smoothly and efficiently.

2. Short training where the basis of competencies management was clarified and trained. We started the training with a team-building exercise which also should illustrate how differently are people approaching tasks and how important is the precise process of goal definition for the performance of teams. During the training, we talked about the leadership process (using model of Malik), communication in the process of goal setting and SMART goal definition.

The program was designed and delivered by Magdalena Kishizawa. She has 20 years of experience in training managers at different levels (from team leaders to group management) and with the implementation of competence models in the companies. She also facilitates big groups and with her dynamic and proactive way, she able to lead big teams during an arduous and lengthy process of competence definition. She holds a Master Degree in Psychology from the University of Heidelberg, Germany. She also studied Educational Science at the Catholic University in Lubin, Poland, and Business Administration at the School of Management at the University of Bradford, UK. She works with the languages English, German and Polish. Ms Kishizawa brings teams together with her dynamic, optimistic and empathetic approach, creates a safe space for exchange and supports the participants as they try out new methods and overcome challenges.