Competency Modeling

Define What Great Leadership Looks Like in Your Organization

Q: What is competency modeling?

It's a structured process that's used to define the behaviors that employees need to exhibit to succeed.

Q: Why should we do competency modeling?

Competencies set clear expectations for employees about what they need to do to perform well. They can help you determine learning and development offerings, hire people who are likely to succeed, and manage performance in a structured way.

Q: How are competencies different from organizational values?

Typically, there are fewer core values than competencies, and they may be more aspirational in nature. Competencies are more specific and can be developed. When done right, behaviors that align with your values should be incorporated into your core competencies.

Q: What's the difference between competencies and skills?

Competencies are clusters of related skills. For example, time management is a competency that is made up of planning, prioritizing, and delegation skills.

Q: What are the benefits of a customized competency model?

At PCI, custom models are built by psychologists with expertise in defining measurable and distinct competencies. We collaborate with your internal stakeholders to ensure they reflect your culture and what it takes to be successful.

Q: How often should we redefine our competencies?

When done properly, many competencies will remain unchanged over time. However, you should review your model every 3 to 5 years to decide if any should be removed, added, or replaced.

Q: How many competencies should our organization have?

We recommend no more than 5 core competencies. Usually, we create 5 to 7 additional leadership competencies.

PCI’s psychologists build custom competency models that reflect your culture and can be measured reliably, so you hire, develop, and promote leaders against one clear standard.

Schedule a 30-Minute Consultation You’ll speak with an organizational psychologist.

Your competency model will be

Built for your culture, shaped by your mission, values, and stakeholders
Measurable in interviews, assessments, and 360 feedback
Simple to remember, so every employee knows what good looks like
Ready to use in hiring, development, and succession planning

A Clear Standard for Every Talent Decision

A competency model is your organization’s blueprint for success. Without one, hiring, leadership development, and performance reviews each measure something different. We help you streamline your competencies, capture what’s unique about your culture, and drop anything that doesn’t predict performance.

The scienceCompetencies are only useful if you can measure them reliably. We apply psychometrics so each one is observable, distinct, and easy to evaluate.

The artEvery word in every definition should sound like your organization. We combine your input with our expertise in behavioral science.

Our 4 Design Principles

Every competency model we build follows the same four principles.

1Purpose and ImpactWe start with the problem you’re solving and the impact you want, whether that’s better hiring decisions or stronger performance management, then help you track results.

2Cultural AlignmentWe learn your mission, vision, and values and involve your stakeholders, so every part of the model carries your culture’s stamp.

3Distinct and MeasurableWe define competencies that are observable and don’t overlap, so you can evaluate them in interviews, assessments, and performance reviews.

4Relatable and MemorableWe keep it simple, so every employee knows which behaviors lead to success and support your culture.

Put Your Competency Model to Work

When your model is finished, the real work begins. We help you build it into your hiring, development, and performance processes.

Structured Interview GuidesWe build competency-based interview guides so managers ask the right questions and rate answers consistently. Structured interviews are about twice as predictive of job performance as unstructured ones.

Leadership AssessmentsPsychologist-led assessments that measure your competencies, so hiring, development, and succession decisions rest on the same standard.Learn more → Custom 360 FeedbackA 360 built on your competencies shows leaders which behaviors to start, stop, and continue to succeed in your organization.Learn more →

Free guide 10 Tips for Building a Competency Model We’ve reviewed and built hundreds of competency models. Here’s what separates the ones that work from the ones that sit on a shelf. Read the guide →

Competency Modeling FAQs

What is competency modeling?

Why should we do competency modeling?

How are competencies different from organizational values?

What's the difference between competencies and skills?

What are the benefits of a customized competency model?

How often should we redefine our competencies?

How many competencies should our organization have?

Start Measuring What Matters

Talk with an organizational psychologist about building a competency model for your organization.

Schedule a 30-Minute Consultation Contact Us