Transitioning from Incompetence to Competence.
As a QCTO and SETA-accredited training provider, Performance Development Group embraces the government’s obligation to improve labor productivity and accelerate transformation through skill development. Yet, we acknowledge that one of the most perplexing aspects encountered by countless training specialists is the sophisticated process of skill evolution.
This subject is linked to the concept of learning transfer, which we previously discussed in our January blog posts. However, when carefully examined, the exploration of skill development reveals the intricate progression from a state of incompetence to one of competence. This transition is crucial for attaining heightened productivity and fostering complete employee engagement.
Elevating Performance through Targeted Training on Hard and Soft Skills
Training is an indispensable aspect of skill development. While it is readily apparent that technical skills demand training, given a lack of training of these skills has direct consequences such as workplace injuries, property damage, and decreased productivity. Similarly, most soft skills are not innate and must be learned. Incompetence in soft skills can have equally devastating consequences for companies.
Incompetence.
In pursuit of acquiring a new skill, employees typically find themselves within one of two categories: either they are oblivious (unconsciously incompetent) to the task’s requirements, or they are cognizant (consciously incompetent) of their lack of essential capabilities. Frequently, the unconscious incompetent makes costly mistakes because they depend on trial-and-error approach to muddle through their work and the conscious incompetent in most cases are reluctant to even try. Both these stages of incompetence demand that employees be trained. It is through targeted training interventions that true competence can be achieved.
Competence.
When a skills gap is accurately identified and employees receive the necessary training, they enter a phase of conscious competence, where they are aware of their newly acquired skill and can effectively perform the associated tasks. To draw an analogy from driving, this stage is akin to having passed the driving test but still driving with a learner plate. While certified to drive, further refinement of the skill is required. Over time, with practice and experience, the skill becomes second nature, and employees perform the tasks effortlessly, reaching a state of unconscious competency. This level of proficiency is closely linked to peak productivity and complete employee engagement.
Implications of Skills Development to 4IR.
Without a doubt, increased automation is replacing most technical skills, making reskilling vital to most organizations. Performance Development Group has identified several crucial soft skills that will play a central role in the Fourth Industrial Revolution (4IR) – refer to our blog post “Upskilling for Future World of work” for more insights.
While the temptation to hire employees with existing skills is strong, the increasing prevalence of automation means that employers will ultimately need to reskill – guiding employees on a transformative journey from a state of unconscious incompetence to one of unconscious competence. By partnering with Performance Development Group, you can be assured of the support and expertise required to facilitate this essential transformation.
Now is the time for companies to make training a top priority. The costs of incompetence are simply too high, while the benefits of unconscious competence are abundant for all. Employers will experience a significant surge in productivity, while employees will enjoy increased engagement and motivation. It’s a win-win situation that sets the stage for success.
Source:
Broadwell, Martin M. (20 February 1969). “Teaching for learning (XVI)”. wordsfitlyspoken.org. The Gospel Guardian. Retrieved 11 May 2018.
Performance Development Group provides in-depth training courses and workshops led by subject matter experts, specifically designed to enhance soft skills. Our industry-specific learnerships and skills programs are tailored to deliver bite-sized chunks of knowledge, enabling the transfer of hard-to-find technical skills. This approach ensures that participants gain valuable expertise in a practical and efficient manner.