Competency Profile
Soma Nguyen
Prepared 17/12/2023
Strategy and Operations Category
Strategy and Operations 0 1 2 3 4
L&D Strategy
Marketing and Communications
L&D as a Leader and Cultural Catalyst
Manage L&D People, Processes and Technology
Manage Finances
Drive R&D/Innovation
L&D Strategy Competency
Ability to contribute to operational (short term), tactical (1-2 years) and strategic (3-5 years)
planning in support of the overall business plan through its People, Skills and Talent agenda.
Your assessment - Proficient
Behaviors
Partners with business and HR leaders to understand organisational and talent opportunities
and gaps.
Works with partners to develop learning and skills strategies, and plans and leads the execution
of key tactics.
Articulates the business case for learning and skills-based talent development.
Evaluates and reports on business impact using appropriate data and insights.
Marketing and Communications Competency
Knowledge of developing and executing communication strategies and multichannel campaigns to
effectively communicate a 'bold story' for learning and skill development.
Your assessment - Proficient
Behaviors
Develops creative and engaging multi-channel campaigns that communicate effectively with
diverse audiences in the organisation.
Works within marketing budgets and builds relationships with internal/external marketing
agencies to support a variety of communications.
Builds and manages communication calendars, considering optimal sequencing and cadence of
messages with each audience.
Collects and analyses data to measure the outcomes/impact of marketing tactics and to identify
areas for improvement.
L&D as a Leader and Cultural Catalyst Competency
Knowledge of the major responsibilities, accountabilities, and impact the role of L&D plays in
advancing organisational capability and enhancing human performance to deliver results.
Your assessment - Advanced
Behaviors
Develops the L&D mission and vision, aligned to the organisation’s mission and values, showing
how the L&D strategy supports and advances organisational objectives.
Works with senior leaders to help them drive initiatives and advocate continuous development.
Communicates performance metrics that link to an improvement in ROI that all senior leaders
value.
Reports L&D data clearly to senior stakeholders, helping support their initiatives, and enabling
them to react with agility to ensure initiatives are successful.
Uses data and feedback to improve skills programs, helping stakeholders make strategic
decisions that influence the direction of the organisation.
Manage L&D People, Processes and Technology Competency
Knowledge of the full spectrum of tasks and activities needed to carry out or manage a successful
L&D function through its people, processes and systems.
Your assessment - Advanced
Behaviors
Leads cross-functional teams to improve L&D processes, applying appropriate continuous
improvement principles, tools, and techniques.
Develops the L&D team’s technology, domain knowledge, and technical literacy.
Takes a progressive and agile approach to meet the learning and performance needs of today,
and prepare for the innovations of tomorrow.
Reviews processes, creates SLA's, and develops continuous improvement plans to meet
desired governance standards.
Identifies and prioritises opportunities to invest in platform and vendor upgrades, and additional
or replacement equipment and facilities.
Manage Finances Competency
Knowledge of specific policies and practices for planning and administration of budgets and L&D
capital investment.
Your assessment - Proficient
Behaviors
Maintains and monitors financial records.
Supplies supporting information and spend justification for major line items.
Monitors supplier performance, contributing to positive partnering relationships, and resolves or
escalates incidents.
Uses supplier agreements to optimise sourcing and ordering of resources and services,
following existing processes.
Drive R&D/Innovation Competency
Knowledge of emerging trends, research and development and technologies to drive innovation in
organisational learning.
Your assessment - Proficient
Behaviors
Engages in structured innovation programmes and R&D initiatives to determine where team
investment is required.
Adopts a proactive approach to learn about advances in L&D and emerging technology.
Suggests how to evolve existing practices and intellectual property based on lessons learned.
Manages industry award submissions as part of a strategy for internal and external recognition
of innovation.
Design and Develop Solutions Category
Design and Develop Solutions 0 1 2 3 4
Curation
Project Management
Content Design and Creation
User Experience through Inclusive Behaviours
Enable Change
Curation Competency
Knowledge of tools, methods and processes for gathering, verifying, organising, and sharing
information and resources to meet learning or performance needs, using a range of digital tools
and non-digital or manual techniques to achieve this.
Your assessment - Advanced
Behaviors
Sustains curation as an ongoing personal work habit or as part of a defined job role.
Identifies content of high relevance and value to specific audiences.
Combines isolated pieces of curated resources into more complex narratives, identifying links
between ideas and subjects.
Coaches and mentors others in curation skills.
Promotes the benefits of effective curation.
Project Management Competency
Ability to plan, organise, monitor and control projects and programs ensuring efficient utilisation of
technical and administrative resources.
Your assessment - Advanced
Behaviors
Shares experiences with planning, estimating, staffing, organising and managing multiple
projects.
Utilises available tools, techniques and methods for estimating project cost and time.
Discusses the process for identifying risks and vulnerabilities and creating contingency plans.
Identifies reporting requirements and creates monitoring and control mechanisms.
Conducts regular and ad-hoc project reviews with project team, sponsors and clients.
Content Design and Creation Competency
Knowledge of methods, tools and techniques for designing, developing and creating course content
and learning aids.
Your assessment - Advanced
Behaviors
Demonstrates experience with content design for both large and small units of subject matter.
Creates detailed specifications for development, implementation, and maintenance.
Relates experience with assessing and determining topics appropriate for learning environment.
Evaluates cost-benefit of alternative content design models and methodologies.
Discusses pros and cons of alternative delivery methods and their implications for learning.
User Experience through Inclusive Behaviours Competency
Ability to understand, appreciate and use the unique contributions of individuals from varied
cultures, nationalities, ethnic backgrounds, genders, ages, points of view.
Your assessment - Proficient
Behaviors
Demonstrates a willingness to examine own biases, assumptions and attitudes.
Uses sensitivity in communicating with associates, clients, and all parts of the organisation.
Recognises and respects the uniqueness of others.
Discusses how diversity and inclusion among customers in the marketplace impacts business
fundamentals.
Enable Change Competency
Engages and empowers and individuals, groups and organisations to facilitate their optimal change
journey in a sustainable way that positively affects performance. Building individual resilience and
organisational agility during episodic and continuous change.
Your assessment - Proficient
Behaviors
Builds individual resilience and organisational agility during episodic and continuous change.
Uses data and analytics to assess the effectiveness and impact of change.
Accelerates effective change across individuals, teams, groups and organisations during
episodic and continuous change.
Executes the plan, adapting to feedback during execution.
Facilitate Learning Category
Facilitate Learning 0 1 2 3 4
Facilitate Face-to-Face Learning
Facilitate Live Virtual Learning
Facilitate Hybrid Learning
Coaching
Facilitate Face-to-Face Learning Competency
Knowledge of, and ability to facilitate face-to-face learning using appropriate methods to actively
involve and motivate people in learning.
Your assessment - Proficient
Behaviors
Engages participants confidently, motivating them to change their behaviours and mindset in line
with desired outcomes.
Encourages participants with varied techniques, involving them with respect for group culture,
norms, and diversity.
Selects advanced and engaging tools and technology to support facilitation.
Allows participants the opportunity to provide feedback and also shares 1:1 feedback to address
any misconceptions.
Facilitate Live Virtual Learning Competency
Knowledge of, and ability to facilitate interactive virtual learning events using appropriate methods
to actively involve and interact with participants in a virtual environment.
Your assessment - Proficient
Behaviors
Troubleshoots technical challenges of participants and plans for contingencies while maintaining
seamless delivery.
Facilitates virtual sessions effectively without support.
Manages the virtual environment to keep the audience engaged.
Adapts learning activities during sessions based on participant needs.
Facilitate Hybrid Learning Competency
Knowledge of, and ability to facilitate interactive hybrid learning events using appropriate balance
and methods to actively involve and interact with participants in hybrid environments.
Your assessment - Foundational
Behaviors
Uses engaging tools and technology to support facilitation.
Uses basic functionality of a single platform to interact with the audience throughout a virtual
session.
Manages the basic dynamics of hybrid sessions to lead participants through learning activities.
Coaching Competency
Building a culture of coaching where coaching is available at all levels of the organisation.
Developing the skills of, and providing support to, leaders and managers to coach individuals and
groups.
Your assessment - Proficient
Behaviors
Identifies opportunities for coaching to support and improve professional and personal
development.
Works with others, particularly managers, to ensure they are using appropriate coaching
techniques that build rapport and demonstrate empathy.
Elicits well-defined, achievable, and motivating goals when coaching others.
Is able to provide timely and constructive feedback that evaluates the current situation.
Performance and Impact Category
Performance and Impact 0 1 2 3 4
Performance Consulting
Performance Design
Performance Impact Analytics
Performance Consulting Competency
Knowledge of approaches, tools, techniques and roles and responsibilities for partnering with
customers/clients to provide Human Performance Improvement (HPI).
Your assessment - Proficient
Behaviors
Carries out agreed upon consulting assignments in a professional manner.
Explains the requirements, deliverables, costs, and criticalities of the assignment, documenting
the client's objectives and scope.
Uses formal and informal means to keep the client informed on progress and issues.
Participates in developing performance consulting opportunities or assignments that leverage
partnerships at every level.
Performance Design Competency
Knowledge of approaches, tools and techniques for designing and developing solutions that drive
organisational performance, productivity and operational outcomes.
Your assessment - Foundational
Behaviors
Describes the purpose and goals of designing appropriate solutions for maximising
organisational performance.
Discusses the methodology and benefits of a structured approach to performance design.
Identifies a process or approach for a specific situation within the organisation.
Performance Impact Analytics Competency
Knowledge of data-enabled, evidence-based approaches, tools and techniques for measuring the
impact and influence of training and learning on human performance and organisation goals.
Your assessment - Proficient
Behaviors
Partners with data stakeholders to monitor training and learning's effect on human performance
and organisation goals.
Manages the collection, methodology and communication strategy for revealing impact insights.
Leverages technology solutions for sourcing, aggregating, and interpreting data.
Manages the data supply chain (internal and external) to ensure quality, reliability and
consistency to inform data-enabled recommendations.
Creates data-enabled stories and visualisations showing training and learning's effect on
performance and organisation goals.
Evolving Learning Culture Category
Evolving Learning Culture 0 1 2 3 4
Cultivate Communities
Enable Hybrid Work Teams
Drive Continuous Learning
Build a Mentoring Culture
Growth Mindset
Sustainability
Cultivate Communities Competency
Knowledge of the tools and methods for growing, connecting, nurturing, facilitating, and sustaining
groups with a shared interest or passion to learn from each other and encourage new learning to
be shared and practiced.
Your assessment - Proficient
Behaviors
Supports effective community facilitation as an active participant in both formal and informal
environments.
Helps drive participation and sharing within own professional communities and contributes to
other communities in the organisation to drive and connect to key business impact.
Understands the network, acting as a connector in the community by signposting people,
resources, content or ideas that might be useful and/or solve problems.
Attends networking events outside of the organisation to collaborate and innovate.
Enable Hybrid Work Teams Competency
Knowledge of, and ability to support managers and leaders in helping their teams work effectively
and collaboratively by optimising multiple methods of modern working (i.e. in person/office vs
remote vs anywhere).
Your assessment - Proficient
Behaviors
Helps managers and people leaders encourage and enable knowledge sharing with their team
to solve problems, improve insight, and enable innovation/collaboration.
Helps a team to effectively share resources and experiences via both in-person and/or digital
means.
Supports a team to make better use of existing collaboration tools/platforms, and can link this to
the Cultivate Communities skill.
Brings collaborative experiences into the flow of work - from data to workflows and business
processes, across multiple roles and functions.
Drive Continuous Learning Competency
Ability to empower individuals to develop self-directed learning skills that drive future-focused
resilience and agility in a VUCA (volatile, uncertain, complex, ambiguous) environment.
Your assessment - Advanced
Behaviors
Empowers line managers, team leaders, and coaches to champion continuous learning as an
integral part of daily work using practices such as reflection, on-the-job development, and
knowledge sharing.
Works closely with key stakeholders to identify upskilling and reskilling needs to future-proof the
organisation and drive innovation.
Applies and promotes practices and technologies to sustain evidence-based behavioural
change.
Takes accountability for own continual development as an L&D professional, and stays informed
on industry best practices.
Facilitates a learning culture of collaboration and knowledge sharing that is relevant, timely and
effective.
Build a Mentoring Culture Competency
Ability to establish a successful mentoring culture through analysis, sponsorship, engagement,
training & awareness, mentor matching with a successful launch.
Your assessment - Proficient
Behaviors
Identifies opportunities for mentoring to support and improve professional and personal
development.
Works with others, particularly managers, to ensure they are using appropriate mentoring
techniques including listening, questioning and feedback.
Supports the definition of the purpose of mentoring relationships within the organisation to
deliver an effective programme.
Able to match a mentee with appropriate mentors through manual or digital solutions.
Growth Mindset Competency
Ability to build and nurture a culture of personal and professional growth at all levels of the
organisation, encouraging a strong link to the Driving Continuous Learning skill.
Your assessment - Advanced
Behaviors
Supports individual mindset development using tools such as coaching and mentoring within in
the organisation, including incorporating coaching interventions in both learning programs and in
the daily work of managers.
Advocates and promotes the space to innovate and experiment, and facilitates measurement of
such initiatives.
Cultivates and implements the key characteristics of a growth mindset through learning and
development initiatives and by linking key performance evaluation to learning.
Implements a peer-to-peer coaching/mentoring ecosystem.
Applies and promotes practices and activities that encourage a growth mindset (e.g. reframing
questions for deeper understanding of a situation).
Sustainability Competency
Transforming L&D for a sustainable and scalable future that prepares individuals and organisations
for workplace learning through innovation and agile change.
Your assessment - Advanced
Behaviors
Communicates, promotes, and implements the organisation's commitment to sustainability, with
measurable results.
Contributes to building a sustainable culture beyond own team.
Embeds sustainability across the organisation's learning supply chains.
Recognises and rewards other people’s decisions and actions that favour sustainable
development.
Implements tools and concepts for holistic thinking in interpretation of own work and the
workings of the organisation.
