When hiring, promoting, or identifying talent, many organizations focus on competencies: skills, qualifications, and job knowledge. While these are important, research reveals they're only part of the equation. The key drivers of job performance lie in capabilities, encompassing inherent characteristics like cognitive ability (IQ) and emotional intelligence (EQ).
Competencies vs. Capabilities: What's the Difference?
Competencies represent learned skills and behaviours, role-specific or broadly applicable across jobs, such as:
- Technical know-how
- Organizational skills
Capabilities, on the other hand, comprise ingrained qualities:
- Resilience
- Cognitive potential
- Emotional control
These capabilities significantly influence how effectively someone utilizes their competencies.
The Key to Unlocking True Potential:
To elevate job performance, organizations must look beyond what candidates know and can do. It's essential to consider their inherent traits—cognitive abilities and emotional intelligence—that drive effective performance. By acknowledging the interplay between competencies and capabilities, organizations can:
- Enhance talent identification and development
- Foster a more effective workforce
- Drive business success
By including capabilities in their talent assessment and development strategies, organizations can unlock the full potential of their talent and achieve sustainable success.
