Significance of Behavioral Competency in the Workplace

Behavioral competency is one of the methods an employer can use to determine if a supposed candidate has what it takes to take on a particular role. 

It comes in different types. The concept of behavioral competencies at work is that it highlights how well an employee will handle a position given to them. 

Behavioral competency can be used to improve the overall performance of a company. Employees with these attributes have a higher chance of performing well at their respective companies. 

Another thing to note is that these core behavioral competencies are key indicators of a successful employee. 

There are about five types of behavioral competencies at work; let’s have a look at each.

Types of Behavioral competency

The five types of core behavioral competencies include: 

• Analytical competency
• Individual competency
• Interpersonal competency 
• Managerial competency
• Motivational competency 

Analytical competency 

Have you ever come across an employee and he or she is so good with numbers, tech, or similar analytics? These are excellent skills that many employees have. These types of employees can thrive in environments that tend to need constant help with analytics. Some of the skills such employees have include problem-solving skills, technical know-how, and so much more. 

Individual competency 

This type of behavioral competency shows the overall attributes of a person. This could include the confidence level of such an individual, how they relate with others, how easily they can solve problems, and how they motivate themselves during breakdowns. 

Interpersonal competency 

People with this type of core behavioral competency at work tend to communicate more effectively with others. They can work well with teams and relate well with their colleagues. Even in new environments, they begin to relate well with others. Such people make team projects go well since they have a clearer understanding of who their team members are and can openly share their thoughts to enhance productivity. Some of the skills such employees have include communication skills, teamwork ability, and so much more. 

Managerial competency 

Just as the name implies, employees with this type of core behavioral competency can easily manage duties and responsibilities. These employees are not necessarily “managers,” but they perform well when leading tasks. They can organize and conduct team projects. They can also set up meetings and organize the proper time. These employees perform well as leaders. Some of the skills found in such employees include leadership skills, decision-making skills, organization and planning, and managing teams.

Motivational competency 

This type of behavioral competency is more like the driving force of an organization. Employees with this attribute tend to uplift those around them easily. They can easily detect down times and give motivation to those around them. They also tend to motivate their team when a project is ongoing and push everyone to their highest potential. They are the motivators of the company. Some of the skills such employees have include team spirit, high energy level, and so much more. 

Behavioral Competency Examples

There are various behavioral competency examples that can be carefully adapted. Let’s have a look at some: 

• Project management skills will serve well for people in leadership positions. 
• Creativity skills will thrive well in content creation and graphic design positions. 
• Negotiation and communication skills will thrive well in customer sales positions. 
• Problem solving skills will serve well in software development positions. 
• Collaborating skills will serve you well in teamwork-related positions. 
• Data literacy will thrive well in technology-related roles. 
• Those with conflict management skills will thrive well in Human Resources positions. 
• Project management and team leadership skills will help you thrive well in leadership roles. 

Conclusion

Behavioral competency is one of the attributes hiring managers tend to look out for before they hire candidates. Even human resource managers tend to study employees to find out what skills they possess. 

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