The goal of the Solutions Vault Competency Guides are to provide an answer to one simple question:
Where do I start in the Solutions Vault if I want to launch a new training initiative in my organization?

To begin, simply click on a particular competency and you will be able to see which sessions we recommend for each competency, as it relates to Leaders, Sales, Service, and Core Skills in an organization.

There are four stages of competence that describe how a behavior takes place, either as a job function, or as a function of daily activities. The four stages are…

1. Unconscious incompetence: The individual neither understands nor knows how to do something, nor recognizes the deficit, nor has a desire to address it. (See also : Dunning-Kruger effect)
2. Conscious incompetence: Though the individual does not understand or know how to do something, he or she does recognize the deficit, without yet addressing it.
3. Conscious competence: The individual understands or knows how to do something. However, demonstrating the skill or knowledge requires a great deal of consciousness or concentration.
4. Unconscious competence: The individual has had so much practice with a skill that it becomes “second nature” and can be performed easily (often without concentrating too deeply). He or she may or may not be able teach it to others, depending upon how and when it was learned. (Source: Wikipedia)

A competency is an underlying characteristic that leads to successful performance. It may include knowledge and skills as well as bodies of knowledge and levels of motivation. Competencies are important to learning and development for two main reasons: (1) Competencies distinguish what is necessary for exemplary performance, and (2) competencies empower people and organizations to identify areas of improvement and success, in a fair and equitable manner.