Having worked within the defence sector for many years, I became accustomed to (and sometimes exhausted by) taking a competency-based approach to learning. Life was spent swimming in Job Task Analysis (JTA) spreadsheets and ticking off boxes for various types of knowledge/skills/attitudes. Spreadsheets never made me want to cry more. However, these spreadsheets helped me ensure I was accommodating the learning of some very concrete and practical (mostly) tasks.
Competency-Based Learning
Competency-based learning involves breaking down learning into each individual task until that task is mastered. For example, screwing in a bolt requires many competencies, such as: Identify the appropriate screwdriver, insert the screwdriver into the bolt, turn the screwdriver in a clock-wise motion to tighten the bolt – etcetera. You might not think of each individual task because doing so would make your day a lot longer and exhausting, but each small task is part of a greater whole, and it’s essential to know how to perform each task before you can achieve the greater whole. The military uses this type of learning because everything is very structured and each task helps the individual achieve a greater goal – AND, when it comes to complex procedural tasks like installing a main gearbox, I’d like to think that the technician has mastered each task involved as this will enhance my overall safety as an individual who frequently flies on aircraft.
From my experience, competency-based learning often users a tell, show, do model. First, the instructor will explain the task to be completed and how to achieve the end goal. Then, the instructor will demonstrate what they have explained, showing the students exactly what they need to do. Finally, the instructor will allow students to complete the task on their own, providing feedback throughout.
Similar to my experience with military training, Starbucks training (unless it’s changed since I was a manger) is also competency-based. We would use the tell, show, do model and it was incredibly effective to break sach task into a sub-task. For example, when new beverage items were launched, this process worked very well at ensuring consistency among beverages made by employees. Why? Because competency-based learning is extremely measurable! This is why it’s often used for teaching concrete vs. abstract concepts/tasks.
Still Confused? Here are Some Resources:
Competency-Based or Personalized Learning
Using a Competency-Based Approach: Linking Core Competencies to your Business Strategy by ThinkWise
From Job-Based to Competency-Based Organizations by Edward E. Lawler III
Competency-Based Learning Models: A Necessary Future by Richard A. Voorhees
