Competency Model - Say What?

Last week, over drinks with a few friends who left corporate life years ago to start their own businesses, I mentioned PLATTinum is deep into designing competency models. One is for a large nonprofit. The other is for a small accounting firm.

I don't think it was the margaritas, but they looked at me blankly. One of them finally said, "You're speaking gobbly-goop; what exactly is a competency model?”

I was surprised. These are smart, successful people who have built profitable consulting and small law firms. But it reminded me how often this topic gets lost outside HR circles, even though it’s one of the most practical tools an organization can use to align people and performance.

That conversation inspired this post.

So, what is a competency model?
A competency model defines the knowledge, skills, and behaviors that drive success in specific roles and across an organization. It goes beyond job descriptions and focuses on how high performers achieve results, not only what they do.

Gartner for HR research shows that organizations with defined competency frameworks are 40% more likely to have effective performance management systems that connect directly to business outcomes.
At PLATTinum, we use focus groups, leadership interviews, and employee input to uncover the "secret sauce" of success for each client. That process always sparks rich discussion because it connects culture, strategy, and accountability in a tangible way.

How are competency models used once they’re built?
They become the foundation for nearly every people decision:

• Hiring: Guides interview questions and selection criteria.
• Performance: Creates shared language for feedback and growth.
• Development: Informs individual development plans and training priorities.
• Succession: Clarifies readiness and helps plan for the future.

​
Why it matters
Competency models turn “soft skills a.k.a POWER skills” into measurable expectations. They make conversations about performance, growth, and accountability more fair and more transparent.

For leaders, they bring clarity.
For employees, they bring opportunity.
For organizations, they bring consistency.
​
And for me, they make for fascinating work. Every model reflects a unique culture. The focus groups, executive sessions, and cross-team debates that shape these frameworks show an organization at its best.

That’s work worth raising a glass to.

PLATTinum Pointer 👉If you want stronger alignment between your team and your business strategy, start by defining what success looks like and giving examples. A clear competency model makes everything else—hiring, performance, development—more focused and fair.