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I am seeking citations and leads on materials that would be useful in
developing competency statements. The competencies under
consideration are: Communication, Critical Thinking, Team Building,
Change Management, and Information Technology. My primary interest is
in Team Building, although others here are working on all five. We are
especially interested in the elements of each competency, the
developmental step for each element and assessment models. Any
references you all can offer will be much appreciated.
Thank you.

CHRISTOPHER PRATT, ED.D.,
DIRECTOR, CAREER SERVICES AND
ATLANTIC COOPERATIVE EDUCATION TRAINING CENTER
AND ASSISTANT PROFESSOR, MANAGEMENT AND PSYCHOLOGY
AND ADVISOR, MARTIN LUTHER KING SCHOLARS ASSOCIATION
AND FACULTY BROTHER, ALPHA KAPPA PSI
SETON HALL UNIVERSITY
SOUTH ORANGE, NJ, USA 07079-2689
973-761-9355, FAX: 973-761-9009
PRATTCHR@SHU.EDU
CHRISPRATT@worldnet.att.net
http://www.shu.edu/life/career/
http://www.shu.edu/~prattchr/

Chris--

Development Dimensions International (DDI)has very comprehensive
training materials for managers and employees on the topics you
mentioned. Training modules are targeted to specific behaviors which
describe the subject. I've used their materials and generally found
them very effective. This might be one resource for you. Their website
is: http://www.ddiworld.com/

Dot Tarleton
dtarleto@nrao.edu

I am affiliated with an organization that develops competency statements from
the ground up. Instead of taking a definition from a book or other
reference, we interview key members of the organization, and take their
words, and then create competencies that align with the organization.

Would be glad to assist in any way I can.

Andrea

Andrea Sigetich Affiliates
Organization Coaching for magnificent management and team development
Personal Coaching for amazing individual results
OrgCoach@aol.com

So the self reporting of indivual opinions of a companies future
competency requirements is a superior approach??
My 2 cents

John

At 07:10 PM 11/17/97 -0500, Andrea Sigetich wrote:
>I am affiliated with an organization that develops competency statements from
>the ground up. Instead of taking a definition from a book or other
>reference, we interview key members of the organization, and take their
>words, and then create competencies that align with the organization.
>
>Would be glad to assist in any way I can.
>
>Andrea
>
>Andrea Sigetich Affiliates
>Organization Coaching for magnificent management and team development
>Personal Coaching for amazing individual results
>OrgCoach@aol.com
>
>



John Sullivan
San Francisco State University

Professor and HR Program Coordinator

Absolutely. Who else knows the requirements of the organisation better
than those who are required to chart its path? Who better to determine
the skills and knowledge needed to achieve the organisation's goals and
objectives than those responsible for the goals and objectives (found at
every level of the organisation - not just at the top)? Who better to
understand the supporting functions required to perform effectively than
those who are being supported?

Having even the most brilliant business plan is no guarantee of success
unless the people are sufficiently competent to work it.

However, all this depends on a clear understanding of: (a) what is meant
by 'competency', (b) how competency statements can be developed that
reflect far more than a simple list of qualities or tasks, (c) where
such competencies fit in the 'human side' of the organisation (alongside
the 'technical' and 'conceptual' sides), and (d) how they can be applied
and assessed to ensure that the skills and knowledge are both gained and
used. Unfortunately such understanding isn't as common as we'd like.

Another 1.73 (exchange rate) cents worth.

PHIL RUTHERFORD






John Sullivan wrote:
>
> So the self reporting of indivual opinions of a companies future
> competency requirements is a superior approach??
> My 2 cents
>
> John
>
> At 07:10 PM 11/17/97 -0500, Andrea Sigetich wrote:
> >I am affiliated with an organization that develops competency statements from
> >the ground up. Instead of taking a definition from a book or other
> >reference, we interview key members of the organization, and take their
> >words, and then create competencies that align with the organization.
> >
> >Would be glad to assist in any way I can.
> >
> >Andrea
> >
> >Andrea Sigetich Affiliates
> >Organization Coaching for magnificent management and team development
> >Personal Coaching for amazing individual results
> >OrgCoach@aol.com
> >
> >
>
> John Sullivan
> San Francisco State University
>
> Professor and HR Program Coordinator

Some organizations I have worked with identify their top performers in
specific job categories and then determine competencies based on their
performance as well as those traits valued by the organization.

One of the resources I use for teambuilding is a series of modules that
teams can work through on their own or with a facilitator. They are:

Investing in Teamwork
Evaluating Team Effectiveness
Defining the Team Mission
Setting Team Goals
Taking Action on Goals
Building on Personality Strengths
Establishing Team Rules
Clarifying Team Roles
Solving Problems Together
Making Team Decisions
Enhancing Team Creativity
Improving Team Meetings

Margie Summerscales
Salt Lake City, Utah

I have a little article on the web:
http://www.ee.ed.ac.uk/~gerard/Teaching/art0.html

It ends:

CONCLUDING REMARKS

With such a small sample, it would be inappropriate to make
claims for this approach to teamwork training over any other.
However, it is clear that the course and its methods are
perceived by the students as being highly successful. That the
students understood and accepted the intended emphasis is
evidenced directly in their feedback; and even a year after the
induction lecture, the students continue to adapt to different
"roles" according to the group's needs and to take personal
responsibility for advancing team skills. Thus the approach
advocated in the lecture has been adopted, retained and
approved by practice. Indeed, as can be seen from the feedback
discussion, the students display an informed introspection about
their own team skills, and a degree of confidence in team tasks,
which would be the envy of most industrial companies.

Gerard M Blair, Senior Lecturer, The Department of Electrical Engineering,
The University of Edinburgh, EH9 3JL, Scotland, UK
Email: gerard@ee.ed.ac.uk - Home page: http://www.ee.ed.ac.uk/~gerard/

For teambuilding, I use the following team development modules:

Investing in Teamwork
Evaluating our Team Effectiveness
Defining our Team Mission
Setting our Team Goals
Taking Action on our Goals
Building on Personality Strengths
Establishing our Team Rules
Clarifying our Team Roles
Solving Problems Together
Enhancing our Team Creativity
Making Team Decisions
Improving our Team Meetings

These are all team competencies. The team evaluates/assesses itself pre-
and post- with "Evaluating our Team Effectiveness." The modules can be used
with our without a facilitator and are completed as a team.

At 01:30 PM 11/17/97 -0500, you wrote:
>I am seeking citations and leads on materials that would be useful in
>developing competency statements. The competencies under
>consideration are: Communication, Critical Thinking, Team Building,
>Change Management, and Information Technology. My primary interest is
>in Team Building, although others here are working on all five. We are
>especially interested in the elements of each competency, the
>developmental step for each element and assessment models. Any
>references you all can offer will be much appreciated.
>Thank you.
>
>CHRISTOPHER PRATT, ED.D.,
>DIRECTOR, CAREER SERVICES AND
>ATLANTIC COOPERATIVE EDUCATION TRAINING CENTER
>AND ASSISTANT PROFESSOR, MANAGEMENT AND PSYCHOLOGY
>AND ADVISOR, MARTIN LUTHER KING SCHOLARS ASSOCIATION
>AND FACULTY BROTHER, ALPHA KAPPA PSI
>SETON HALL UNIVERSITY
>SOUTH ORANGE, NJ, USA 07079-2689
>973-761-9355, FAX: 973-761-9009
>PRATTCHR@SHU.EDU
>CHRISPRATT@worldnet.att.net
>http://www.shu.edu/life/career/
>http://www.shu.edu/~prattchr/
>
>

Bonnie,
Regarding setting up a teams course, it might depend on how many credits the class would be and if it runs for an entire semester. If so, a good book that covers a wide range of topics is: by Michael A. West, entitled "Effective Teamwork: Practical Lessons from Organizational Research." The book is overwhelming for a one-credit skills class, which I teach, but it has terrific stuff in it, including some exercises. Good luck!

Bonnie O'Neill
Marquette University
(414) 288-1458