Performance Management: Iceberg Model of Competency
The iceberg model of competency is a metaphorical representation that compares competencies to an iceberg, where only a small portion is visible above the waterline, while the majority remains hidden beneath the surface. The model emphasizes that competencies consist of both visible and underlying components.
The iceberg model suggests that the observable behaviors, knowledge, and skills (visible components) are just the tip of the iceberg, while the deeper and less visible components, such as attitudes, beliefs, values, and underlying traits (hidden components), play a significant role in shaping an individual's performance and competence.
Here is a breakdown of the two components of the iceberg model of competency:
Visible Components:
Observable Behaviors: These are the actions and performance indicators that can be directly observed and assessed. They include specific tasks, actions, and skills that can be demonstrated in the workplace or other contexts.
Knowledge and Skills: This includes the explicit knowledge and technical skills that individuals possess and can apply in their work. It encompasses the information, theories, methodologies, and techniques necessary to perform tasks effectively.
Hidden Components:
Attitudes and Beliefs: These represent an individual's underlying attitudes, beliefs, and mindset towards work, colleagues, customers, and the organization. This includes factors like motivation, work ethic, self-confidence, and personal values.
Traits and Characteristics: These are the inherent personal qualities, traits, and characteristics that influence an individual's behavior and performance. Examples include emotional intelligence, adaptability, resilience, creativity, and problem-solving abilities.
The iceberg model emphasizes that while visible components can be observed and measured more easily, it is the hidden components that often have a profound impact on an individual's performance and effectiveness in a given role. Understanding and addressing these hidden components, including attitudes, beliefs, and underlying traits, can be crucial for developing well-rounded and high-performing individuals.
By considering both the visible and hidden components of competencies, organizations can gain a deeper understanding of what drives performance and identify areas for development and improvement in individuals or teams. The iceberg model serves as a reminder that effective competency management goes beyond superficial observations and requires a comprehensive understanding of the underlying factors that shape behavior and performance.
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