A different view by Jaime Porta

In a recent conversation with a client facing the challenge of high turnover within their sales team, we dive into the concept of competency development—a crucial aspect for any organization striving to retain skilled employees without incurring excessive training costs. This discussion led us to explore the four stages of competence, a model that provides insightful guidance for understanding and nurturing employee growth at every level.

Understanding the Four Stages of Competence

For clarity, let’s briefly revisit these stages:

Unconscious Incompetence: This is where every professional journey begins. Individuals are unaware of their lack of skill and the existence of certain competencies. It’s a phase of blissful ignorance where the learning curve is yet to be acknowledged.

Conscious Incompetence: The realization phase. Here, individuals recognize their skill gaps and the need for development. This stage is often marked by a hunger for knowledge and an active pursuit of learning.

Conscious Competence: At this level, individuals have acquired the skills but must exert effort to perform. It’s a critical phase where consistent practice is crucial to advance.

Unconscious Competence: The zenith of skill development, where tasks are performed almost effortlessly. Skills have been so well integrated that they become second nature.

Personal Insights and Application

In addressing my client’s concern, we discussed not just identifying which stage team members were in but also how to foster progression to the next level. Reflecting on my own experiences, especially within sales organizations where agility and skill retention are paramount, I suggested a strategy I had successfully implemented before: the “Train the Trainers” model.

Train the Trainers: This approach focuses on equipping select individuals, typically managers, that have lower turnover rates, with both the knowledge and the pedagogical skills to effectively train their teams. This internalizes the training process, significantly reducing reliance on external resources and costs. It’s a strategy that not only ensures knowledge retention within the organization but also empowers teams to continually develop their competencies.

Creating an in-house academy under this model does pose its challenges, notably in developing comprehensive training materials and ensuring trainers are fully equipped to deliver effective training. However, the long-term benefits far outweigh these initial obstacles. By maintaining a repository of training materials and continuously updating training modules, organizations can swiftly adapt to new competencies as needed. And here technology can be very useful, with the market offering many tools to manage internal training and skills development.

Tailoring Training to Competency Levels

An essential aspect of this model, and one that aligns closely with our discussion on the stages of competence, is the customization of training programs to meet individuals at their current level. Generic training approaches are often ineffective because they fail to address the specific needs and awareness levels of learners. By differentiating training content and methods according to the four stages of competence, we can significantly enhance learning outcomes.

For instance, incorporating gamification elements can particularly engage those in the early stages of competence, making the learning process more interactive and rewarding. This not only accelerates the transition from unconscious incompetence to conscious competence but also helps in identifying potential leaders who can progress to become trainers themselves.

Understanding and applying the four stages of competence within an organization is pivotal for effective competency development. By adopting a “Train the Trainers” approach, organizations can create a sustainable, cost-effective training ecosystem that fosters continuous professional growth and adaptability. This strategy not only ensures knowledge retention within the company but also prepares the organization to meet future challenges with a highly competent and motivated workforce.

The journey from unconscious incompetence to unconscious competence is both challenging and rewarding. By recognizing and encouraging each stage of this journey in our teams, we lay the foundation for a culture of continuous learning and improvement, a cornerstone for any organization aspiring to longevity and success in today’s dynamic business environment.