Remember when you felt that frustrating surge through you because “they just were missing the point”?
Remember when you felt that pang of fear of totally not following what was going on and really hoping there would be documentation you could read up on so you wouldn’t have to make an idiot out of yourself?Â
These are just a couple examples of seeing major gaps across competencies. The problem is not lacking a skill.Â We’ve been socially engineered that beingÂ incompetentÂ is bad. Wrong. In the way.
Everybody’s skill acquisition will be at different stages, especially in a knowledge work environment. So it’s not about getting people to the same place. Instead, we need to better discern where an individual fits the competency scale, including yourself.
The infographic we are providing today shows us the Dreyfus Model of Skill Acquisition (Liz Keogh explains)Â as well as Gloria Gery’s proficiency taxonomy (Â image) carryingÂ a consistent theme … we have a reliable path for getting to the next level. The challenge is identifying it without bias.Â Our instinct is to remove emotions and look at the facts, but, we suggest the opposite: explore those emotions.Â Â
Do you remember a time when something wasn’t working so you assumed people were simply doing it wrong? And you now simply wish to explore why it doesn’t work? That’s an example of transitioning Advanced Beginner (Dreyfus) / Comprehension (Gery)Â UP TOÂ Competent (Dreyfus) / Conscious Effort & Action (Gery).
Want to know how to identify skill levels quickly?
Want to gauge where your team is for skill development?
Ask yourselfÂ the “Exploring Emotions” questions in theÂ infographic belowÂ when you need to collaborate with others to achieve a shared goal.Â Â By meeting them where they are, you can then work towards achieving the proficiency that is needed.