Chris Michel wrote:
"...new mental models are formed taking the place of the ole "job" mental
model, or how I mentally abstract my work function. What I think would be
helpful is if we could decide what this model looks like?"
Several days after reading Chris' challenge, a simple model began to
emerge in my mind. I'd like to hear Chris' and other's ideas. The model
consists of two intersecting circles. The larger circle includes the set
of all the people competencies needed by the organization, eg. project
management, part processing, computer skills, MRP skills, communications,
etc. etc. The smaller circle consists of the set of all competencies of
employee Jane Doe eg. project management, part processing, communications,
child rearing, hang-gliding, etc. The area where the two circles overlap
defines Jane's current role capacity; her current role is probably a
subset of this overlapping area (she's not currently managing a project).
The model is more useful when expanded into 3-D with descriptions of the
level of competency needed by the organization or possessed by the
individual. The company needs the highest level of communications ability
(demonstrated ability to inspire large groups of people, empathatic
listening skills, etc). and the employee has mid-level communications
skills, as defined by the organization.
I can envision useful applications of the model for hiring, performance
development, career planning, and compensating people but I haven't really
thought out how it could align with or support work flow design. What do
you think?
Seasons greetings,
Roxanne Abbas
-- "Roxanne S. Abbas" <75263.3305@compuserve.com>