Competency Trumps Capability in the Workplace: Understanding The Difference
In the corporate world, people often use the terms ‘competency’ and ‘capability’ interchangeably. However, they are two distinct concepts, and understanding the difference is vital for leaders and employees alike. Capability refers to a person’s ability to perform a particular task or job, while competency encompasses a broader set of skills, experience, and attitudes necessary for long-term success.
Why Competency is More Important Than Capability in the Workplace
While capability is undoubtedly essential, competency is a better predictor of sustainable success in the workplace. Here are some reasons why:
1. Competency Enables Adaptability
In today’s dynamic world, businesses and job roles are continuously changing. Competency allows employees to adapt to these changes, learn new skills, and take on new roles efficiently. A competent employee is more likely to remain relevant and valuable to the organization in the long run, unlike a capable one who may struggle to keep up with the changing demands of the job.
2. Competency Drives Innovation
Innovation is crucial for businesses to stay ahead of the competition. Competency fosters creativity, critical thinking, and problem-solving skills that are essential for generating new ideas and coming up with innovative solutions. Capable employees may be able to perform a given task well, but competency is what drives breakthrough ideas to take businesses to the next level.
3. Competency Facilitates Collaboration
In the workplace, employees are expected to work together and contribute towards a shared goal. Competency encompasses social and emotional skills that enable individuals to communicate effectively, work in teams, and build relationships with their colleagues. Capable employees may perform well in their respective silos but lack the people skills necessary to work effectively with others.
Examples of Competency vs. Capability in the Workplace
Let’s take the example of a software developer working in a tech company. The developer’s capability would be their technical skills and knowledge of coding languages, while competency would include their ability to work in a team, communicate effectively, learn new coding languages, and take on new roles such as a project manager.
Another example could be that of a sales executive in a pharmaceutical company. The executive’s capability would be their ability to sell products and generate revenue, while competency would include their knowledge of the industry, their ability to build relationships with clients, and their problem-solving skills to handle objections and challenges.
Conclusion
While capability is a necessary component of job performance, competency is what separates average employees from outstanding ones. Employers should focus on developing competencies such as adaptability, innovation, and collaboration, along with technical skills, to enable their employees to succeed in the long run. By prioritizing competency over capability, organizations can build a strong and resilient workforce that can tackle challenges and thrive in an ever-changing business landscape.
