Competency and capability are two distinct concepts in the context of organisational development. Competency, a traditional approach, focuses on the skills, knowledge, and abilities needed to perform a specific task. It’s a static concept that often leads to standardisation and conformity. Capability, on the other hand, is a dynamic concept that encompasses the potential to learn, adapt and deliver value in various contexts. It emphasises the importance of learning and development, fostering a culture of continuous improvement and innovation.
There’s a shift in mindset from competency to capability, reflecting the changing nature of work in today’s complex and volatile business environment. This change is driven by the need for organisations to be more agile and adaptive, capable of responding to unforeseen challenges and opportunities. It requires a shift from a focus on standardisation and efficiency to one on learning, adaptation, and value creation.
The capability mindset fosters a culture of learning and development, where employees are encouraged to learn from their mistakes, experiment with new ideas, and continuously improve their skills and knowledge. It recognises the importance of diversity and inclusion, valuing different perspectives and experiences. This approach helps organisations to stay relevant and competitive in an ever-changing business landscape.
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