What are Competencies?
Competencies extend beyond measuring baseline characteristics and skills, to distinguish superior from average, or below average performance.
Human Competency is a set of skills that all Human Beings have; they allow us to think and act logically, bypassing the emotional part of our brain (the Limbic system) so that we control our actions and behaviours, via the Cortex (the logical part), rather than allowing our emotional instincts to control us.
The ability to be logical enables you to be proactive. When things start going wrong, we can learn to engage our logical brain to control the outcome, consider backup plans, and create our own destiny.
We have a unique online assessment tool with precise and accurate instant feedback on where your competencies stand and how they stack up against others.
Creating Strong Performing Teams
Behavioural Characteristics that allow us to utilise our own strengths for the benefit of the team are important. However, the ability of a team depends not only on individual talents and skills but, just as importantly, on the way each of those members work together and share objectives, to fulfil the common purpose. This will enhance performance and streamline an organisation.
Strong Performing Teams:
- Have clear Boundaries.
- Are interdependent for the common purpose.
- Have some stability of membership.
The multiple benefits that spread when these powerful concepts are trained, developed, and implemented are immense, with powerful working relationships being created. We acquire facts and develop new skills, not because of being taught, but by discovering from within. This is stimulated and aided by the Ad Astra Facilitators.
The AAHP Competency Cycle
Use of the Competency Cycle and Competency Wheel throughout the programme dramatically enhances awareness and understanding of Human Competency and aids in the development process.
The Competency Cycle illustrates how all of our Human Competencies work together to enhance our Professional Standards, create an awareness and respect for Wellbeing, and reduce the likelihood of errors being made. This in turn dramatically improves our productivity.
The Competency Wheel
The Competency Wheel is used throughout our Development Sequence to allow individuals to reflect on the competencies they feel they are best at, and those that they feel have room for development.
Behind the concept lies the principle that as you stretch your abilities, your confidence expands to tackle other areas too. We identify strengths to give acceleration to your growth.
The Ad Astra Trainers who will be developing these skills with the individuals are also Accredited Performance Coaches. Therefore, they understand the importance of maximising organisational productivity by facilitating this development and individual growth.
Professional Standards (PRO) & Human Error and Threat Management (ETM)
When all of our competencies are displayed to high standards, this will dramatically enhance our awareness of Human Error and Threat Management, and our Professional Standards will be improved – it is this collectively that leads to optimising our performance and maximising our productivity.
Leadership & Teamwork (LTW)
Leadership & Teamwork starts and finishes the Competency Cycle and helps us to gauge how effective our human competencies can be. A good leader will establish a positive, open, and honest working atmosphere that is conducive to good communication, with blame giving way to learning.
Equality, diversity, and inclusion (EDI)
Equality, diversity, and inclusion (EDI) is achieved as a team. Protective barriers fall, building truly motivated teams which increases engagement. Performance is enhanced if leaders and team members understand this and conduct themselves in a way that promotes and supports EDI in the workplace. Including this training encourages confidence building and brings greater development opportunities for colleagues.
An established team with an aligned purpose promotes effective communication. Mental models are shared, and important information is not missed, which in turn increases dynamic situational awareness.
Time & Workload Management (TWM)
The extra capacity created by string situational awareness enables us to generate more time. We must manage this time effectively by thinking ahead during periods of lower workload. This will maximise organisational productivity by optimising individual and collective performance.
Situational Awareness (SAW)
By utilising all available resources, situational awareness is increased which means extra capacity is created to think ahead. This dramatically reduces the chances of errors being made and generates more time for managing threats and risks.
Problem Solving & Decision Making (PDM)
Creating extra time leaves capacity for powerful and thought-provoking decision making at all levels so the best outcomes are achieved. Options must be generated, and ideas shared amongst a team as someone else may have the missing piece of the puzzle. A good leader will work with their team to reach conclusions but must make final decisions based on group discussions.
Stress, Fatigue & Wellbeing (SFW)
An awareness and respect for stress, fatigue, and wellbeing stems from a motivated team with good leadership and an open and honest working culture. This helps to build trust and allows productivity levels to remain high. A key aspect of this is maintaining an optimum level of performance. If we spend too long “over performing”, our stress levels become too high and we begin to feel fatigued, leading to burnout. This reduces productivity and has a long-term effect on mental health and wellbeing.
AAHP have created the Graph of Optimum Performance which illustrates this in detail. A key point to take away from this graph is that we can use our interpersonal skills, strengths, and Human Competencies, to bring ourselves back down the curve to the point of Optimum Performance to maximise productivity. The Integrated Professional Development Path is designed to work with colleagues, and introduce tools, to facilitate this process.