{"id":55397,"date":"2021-10-16T14:08:38","date_gmt":"2021-10-16T12:08:38","guid":{"rendered":"https:\/\/www.pphr.dk\/hvordan-vil-i-anvende-jeres-kompetencer-2\/"},"modified":"2026-07-22T09:04:03","modified_gmt":"2026-07-22T07:04:03","slug":"how-will-you-use-your-competencies","status":"publish","type":"post","link":"https:\/\/www.pphr.dk\/en\/insights\/how-will-you-use-your-competencies\/","title":{"rendered":"How will you use your competencies?"},"content":{"rendered":"\n<div class=\"et_pb_section_0 et_pb_section et_section_regular et_block_section\"><div class=\"et_pb_row_0 et_pb_row et-vb-row--no-module et_block_row\"><div class=\"et_pb_column_0 et_pb_column et_pb_column_4_4 et-last-child et_block_column et_pb_column_empty et_pb_css_mix_blend_mode_passthrough\"><\/div><\/div><\/div><div class=\"et_pb_section_1 et_pb_section et_section_regular et_block_section\"><div class=\"et_pb_row_1 et_pb_row et_block_row\"><div class=\"et_pb_column_1 et_pb_column et_pb_column_4_4 et-last-child et_block_column et_pb_css_mix_blend_mode_passthrough\"><div class=\"et_pb_text_0 et_pb_text et_pb_bg_layout_light et_animated et_pb_module et_block_module\"><div class=\"et_pb_text_inner\"><div class=\"row-fluid-wrapper row-depth-2 row-number-2 \">\n<div class=\"row-fluid \">\n<div class=\"span12 widget-span widget-type-header\" data-widget-type=\"header\" data-x=\"0\" data-w=\"12\">\n<div class=\"cell-wrapper layout-widget-wrapper\">\n<h3>Taking a strategic approach to your competency development will drive more value for your business<\/h3>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<div class=\"row-fluid-wrapper row-depth-2 row-number-2 \">\n<div class=\"row-fluid \">\n<div class=\"span12 widget-span widget-type-header\" data-widget-type=\"header\" data-x=\"0\" data-w=\"12\">\n<h4 class=\"cell-wrapper layout-widget-wrapper\"><span><\/span><\/h4>\n<h4 class=\"cell-wrapper layout-widget-wrapper\"><span><\/span><\/h4>\n<h4 class=\"cell-wrapper layout-widget-wrapper\"><span>Strategic Choice 3: This is all about how you want to use your link between your business\u2019s strategy and people\u2019s everyday performance, to competitive advantage. What is the current gap between the capabilities you have today versus what you need in the future?<\/span><span><\/span><\/h4>\n<p><span><\/span><\/p>\n<p><span><\/span><\/p>\n<\/div>\n<\/div>\n<\/div>\n<p>In our previous blog post we talked about strategic choice no 2 saying<span>\u00a0that\u00a0<a href=\"https:\/\/www.pphr.dk\/blog-uk\/whose-performance-most-strongly-drives-your-business-and-supports-your-strategy\">competencies usually are used to closely align individuals\u2019 performance with the drivers and strategic priorities of a business.\u00a0 So, it follows that careful consideration should be given to exactly which groups of employees are critical for the success of those drivers and that strategy.\u00a0<\/a><\/span><\/p>\n<p>In this last blog post we look in to 'how do we want to use these competencies?<\/p>\n<\/div><\/div><div class=\"et_pb_text_1 et_pb_text et_pb_bg_layout_light et_animated et_pb_module et_block_module\"><div class=\"et_pb_text_inner\"><h3>Strategic Choice 3: How will you use your competencies?<\/h3>\n<p>The third strategic choice is all about how you want to use your link between your business\u2019 strategy and people\u2019s everyday performance, to competitive advantage. What is the current gap between the capabilities you have today versus what you need in the future? Do you need to recruit people whose capabilities better-match the competencies your strategy requires? Do you already have the right potential capabilities and need to culturally align them to a new strategic direction?<\/p>\n<p>Your answers to these questions will help you identify what you need to focus on in terms of integrating your competency development with your talent acquisition, management and retention activities. If you need to recruit these competencies then your competencies will need to be more detailed and include both positive and negative indicators. If you need to culturally align the talent you already have in a new direction then you will want to make the competencies generic enough that a broad range of employees can apply them. If you need to transform a sales force you may need competency descriptions that cover different levels and roles so you can directly link them to bonuses.<\/p>\n<\/div><\/div><div class=\"et_pb_text_2 et_pb_text et_pb_bg_layout_light et_animated et_pb_module et_block_module\"><div class=\"et_pb_text_inner\"><h3>A competency strategy is all about your big picture<\/h3>\n<p>A final consideration is how will you maintain your competencies and competency development, to keep your focus updated and agile? This involves planning how you will measure their success and impact upon your business, being clear on ownership of applying the competencies in practice and having a feedback loop from the employees on the ground who are your \u2018end users\u2019.<\/p>\n<p>This is all about bigger-picture thinking, and<span>\u00a0<\/span><a href=\"https:\/\/www.mckinsey.com\/business-functions\/organization\/our-insights\/building-capabilities-for-performance\" rel=\"noopener\" target=\"_blank\">a recent McKinsey study found that businesses that planned from the outset for longer term sustainability were nearly twice as likely to be good competency implementers as those who didn\u2019t<\/a>. And these good implementers were also nearly five times more likely to be successful at accomplishing their change efforts. And as we know, commercial success comes from successful strategy execution, which in turn is usually all about successful change leadership.<\/p>\n<\/div><\/div><div class=\"dsm_icon_divider_0 dsm_icon_divider et_pb_module\"><div class=\"et_pb_module_inner\"><div class=\"dsm-icon-divider-wrapper dsm-icon-divider-align-center dsm-icon-divider-vertical-position-center\">\n\t\t\t\t<div class=\"dsm-icon-divider-before dsm-divider\"><\/div>\n\t\t\t\t<div class=\"dsm-icon-divider-image dsm-image\">\n\t\t\t\t\t<span class=\"dsm-icon-divider-image-wrap\"><\/span>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"dsm-icon-divider-after dsm-divider\"><\/div>\n\t\t\t<\/div><\/div><\/div><div class=\"et_pb_text_3 et_pb_text et_pb_bg_layout_light et_animated et_pb_module et_block_module\"><div class=\"et_pb_text_inner\"><p>This blog post is the third in a series of three where we will try to help you answer questions like 'Why is competence development necessary for our strategy?', 'Who do we want to develop?', and 'How do we want to apply the competencies?'<\/p>\n<p>Read it the first two posts here<\/p>\n<p><a href=\"https:\/\/www.pphr.dk\/en\/competency-design-is-all-about-strategic-choices\/\">Part One: \"Competency design is all about strategic choices\"<\/a><\/p>\n<p><a href=\"https:\/\/www.pphr.dk\/en\/whose-performance-most-strongly-drives-your-business-and-supports-your-strategy\/\">Part Two: \"Whose performance most strongly drives your business and supports your strategy?\"<\/a><\/p>\n<\/div><\/div><div class=\"dsm_icon_divider_1 dsm_icon_divider et_pb_module\"><div class=\"et_pb_module_inner\"><div class=\"dsm-icon-divider-wrapper dsm-icon-divider-align-center dsm-icon-divider-vertical-position-center\">\n\t\t\t\t<div class=\"dsm-icon-divider-before dsm-divider\"><\/div>\n\t\t\t\t<div class=\"dsm-icon-divider-image dsm-image\">\n\t\t\t\t\t<span class=\"dsm-icon-divider-image-wrap\"><\/span>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"dsm-icon-divider-after dsm-divider\"><\/div>\n\t\t\t<\/div><\/div><\/div><\/div><\/div><div class=\"et_pb_row_2 et_pb_row et_pb_equal_columns et_block_row\"><div class=\"et_pb_column_2 et_pb_column et_pb_column_1_2 et_block_column et_pb_css_mix_blend_mode_passthrough\"><div class=\"et_pb_image_0 et_pb_image et_pb_module et_block_module\"><span class=\"et_pb_image_wrap\"><img decoding=\"async\" src=\"https:\/\/www.pphr.dk\/wp-content\/uploads\/2021\/11\/WP_3-strategic-choices-1.png\" width=\"2054\" height=\"2054\" srcset=\"https:\/\/www.pphr.dk\/wp-content\/uploads\/2021\/11\/WP_3-strategic-choices-1.png 2054w, https:\/\/www.pphr.dk\/wp-content\/uploads\/2021\/11\/WP_3-strategic-choices-1-1280x1280.png 1280w, https:\/\/www.pphr.dk\/wp-content\/uploads\/2021\/11\/WP_3-strategic-choices-1-980x980.png 980w, https:\/\/www.pphr.dk\/wp-content\/uploads\/2021\/11\/WP_3-strategic-choices-1-480x480.png 480w\" sizes=\"(min-width: 0px) and (max-width: 480px) 480px, (min-width: 481px) and (max-width: 980px) 980px, (min-width: 981px) and (max-width: 1280px) 1280px, (min-width: 1281px) 2054px, 100vw\" class=\"wp-image-55350\" title=\"WP_3 strategic choices\" \/><\/span><\/div><\/div><div class=\"et_pb_column_3 et_pb_column et_pb_column_1_2 et-last-child et_block_column et_pb_css_mix_blend_mode_passthrough\"><div class=\"et_pb_text_4 et_pb_text et_pb_bg_layout_light et_animated et_pb_module et_block_module\"><div class=\"et_pb_text_inner\"><p><span style=\"color: #333333;\"><strong>e-book about leadership academies<\/strong><\/span><\/p>\n<\/div><\/div><div class=\"et_pb_text_5 et_pb_text et_pb_bg_layout_light et_animated et_pb_module et_block_module\"><div class=\"et_pb_text_inner\"><h3><\/h3>\n<h3><\/h3>\n<h3><\/h3>\n<h3>Three strategic choices for Leadership Academies<\/h3>\n<div class=\"business-area-box\"><\/div>\n<\/div><\/div><div class=\"et_pb_module et_pb_button_module_wrapper et_pb_button_0_wrapper preset--module--divi-button--default_wrapper\"><a class=\"et_pb_button_0 et_pb_button et_pb_bg_layout_light et_animated et_pb_module et_block_module preset--module--divi-button--default\" href=\"https:\/\/www.pphr.dk\/en\/landing-page-leadership-academies\/\" data-icon=\"E\">download e-book<\/a><\/div><\/div><\/div><\/div>\n","protected":false},"excerpt":{"rendered":"","protected":false},"author":3,"featured_media":246088,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"inline_featured_image":false,"footnotes":""},"categories":[37],"tags":[],"formats":[],"class_list":["post-55397","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-artikler"],"acf":[],"dsm_author":{"name":"Astrid 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