Behavioral Competencies: Definition, Types, and Examples

Ever wonder why some people just seem to excel at work, even in totally new roles? It's not just about the technical stuff. Today's workplaces put a premium on behavioral competencies. These are the skills that show how you act, communicate, and collaborate – and they're a powerful predictor of success.

But many companies struggle to identify and develop these essential skills in their workforce. This can lead to disengaged employees, frustrating teamwork, and even hinder overall company performance.

This blog post will crack the code on behavioral competencies. We'll explore what they are, why they matter, and – most importantly – give you actionable tips to leverage them and build a stronger, more successful team.

What are behavioral competencies?

Have you ever hired a candidate with a stellar resume, only to find they struggle to collaborate or adapt to change?  This is where behavioral competencies come in. 

Behavioral competencies are the underlying soft skills, attitudes, and behaviors that determine how effectively someone performs a job.  

They're different from technical skills, which are the specific knowledge and abilities required to do the tasks (think software proficiency for a programmer).  Behavioral competencies are more about how someone does the job. Imagine a great communicator – they can clearly express ideas, actively listen, and build rapport – all essential for success, regardless of the technical role.

Some of the key behavioral competencies include:

• Communication - Effective communication involves the ability to convey ideas clearly, listen actively, and tailor messages to different audiences. 
• Collaboration - Effective collaborators can build trust, delegate tasks, and work seamlessly towards shared goals.
• Problem-solving - Problem-solving skills enable individuals to identify issues, analyze root causes, and develop viable solutions. 
• Adaptability - Adaptable individuals can embrace new technologies, adjust to workflow modifications, and thrive in dynamic environments.
• Leadership - Great leaders inspire, motivate, and empower others. They can set a clear vision, delegate effectively, and hold themselves and others accountable. 
• Customer service - Effective customer service representatives can build rapport, resolve issues efficiently, and go the extra mile to exceed expectations. 
• Time management - Strong time managers can prioritize tasks, manage distractions, and meet deadlines consistently.

These behavioral competencies aren't just buzzwords – they have a pivotal role in shaping both individual and organizational performance.

Studies show that companies that prioritize competency development and management experience:

• Increased employee retention (people with the right fit are more likely to stay)
• Enhanced teamwork and collaboration (leading to better project outcomes)
• Improved customer satisfaction (effective communication skills foster trust and loyalty)
• Stronger organizational culture (shared values and behaviors create a positive work environment)

By strategically assessing, developing, and aligning behavioral competencies with your organization's goals and culture, you can cultivate a talented workforce capable of driving performance, enhancing teamwork, and achieving strategic objectives.

Examples of behavioral competencies 

Behavioral competencies manifest in various forms across different industries and career roles, shaping the way individuals interact, collaborate, and navigate challenges within their respective environments. 

The following chart provides an overview of different behavioral competencies, accompanied by relevant examples and the industries and career roles in which they are most applicable.

While these examples highlight the relevance of specific behavioral competencies in different contexts, it's important to recognize that individuals may exhibit a combination of these competencies to varying degrees, depending on their roles, responsibilities, and personal attributes. 

The key takeaway is to identify the strongest competencies of individuals that align with your organization's goals and culture, and use them to build a high-performing team.

What are behavioral indicators?

So, you understand the key behavioral competencies and their impact. But how do you identify if someone truly possesses them?  This is where behavioral indicators come in.  Think of them as the observable actions that reveal the presence (or absence) of a specific competency.  They're the "how" behind the "what."

Here's how it works: let's take the competency of communication.  A strong communicator can clearly express ideas.  A behavioral indicator for this might be the ability to deliver a concise and informative presentation tailored to the audience.  

Similarly, for teamwork, a behavioral indicator could be actively listening to colleagues' ideas and fostering a collaborative environment.

By focusing on these observable actions, you can gain valuable insights into a candidate's (or even an employee's) true behavioral strengths and weaknesses. Here is a list of behavioral indicators for the competencies we discussed earlier:

Why are behavioral competencies important?

Behavioral competencies play a pivotal role in shaping individual and organizational success by fostering a culture of excellence, collaboration, and continuous improvement. Here's why they are crucial:

1. Driving performance

Imagine a team with stellar technical skills but who struggle to communicate effectively or collaborate. Friction and misunderstandings will inevitably arise, hindering performance.  

Behavioral competencies ensure you hire individuals who not only possess the technical know-how but also the ability to apply it effectively.  Strong problem-solvers can navigate challenges, while adaptable employees readily embrace new technologies, leading to a more productive and efficient workforce.

2. Facilitating collaboration

The ability to work effectively with others is paramount in today's team-oriented work environment. Behavioral competencies like teamwork and communication foster a collaborative spirit. Employees who actively listen, build trust, and delegate tasks effectively create a synergy that leads to superior results.  

Imagine a marketing team where everyone throws creative ideas around, openly discusses challenges, and celebrates collective achievements – that's the power of collaboration in action!

3. Enhancing employee engagement

When employees feel their skills and behaviors are valued, they're more likely to be engaged and motivated.  By focusing on behavioral competencies that align with individual strengths and career aspirations, organizations can create a personalized development path.  This fosters a sense of purpose and ownership, leading to a more engaged and productive workforce.

4. Shaping organizational culture

Shared values and behaviors form the foundation of a strong organizational culture.  By identifying the behavioral competencies that embody your company's core values, you can build a team that reflects your mission.  

Imagine a company where leadership fosters a culture of innovation, customer service representatives prioritize empathy, and everyone embraces continuous learning – that's a recipe for a thriving organizational culture that attracts and retains top talent.

Put simply, behavioral competencies are the bridge between the "who" (technical skills) and the "how" (behaviors) within your organization.  By focusing on these essential qualities, you'll build a high-performing team that thrives on collaboration, embraces challenges, and consistently delivers exceptional results.

What are the different types of competencies?

While behavioral competencies are a powerful tool, they're just one type of competency to consider.  Here's a quick breakdown of different competency categories to equip your talent development toolbox:

• Core competencies - These are the fundamental skills and behaviors essential for success across various roles within your organization.  Think of them as the non-negotiables, like strong communication and problem-solving.
• Technical competencies - These are the job-specific skills required to perform the technical aspects of a role.  For a software developer, this might be programming languages, while for a graphic designer, it's design software proficiency.
• Leadership competencies - These are the skills that empower individuals to inspire, motivate, and guide others.  Effective delegation, strategic thinking, and decision-making are all hallmarks of strong leadership.
• Interpersonal competencies - These encompass the skills needed to build positive relationships and navigate interactions with colleagues, clients, and stakeholders.  Active listening, empathy, and conflict resolution all contribute to effective interpersonal competency.

By considering these different types of competencies, you gain a well-rounded picture of what makes someone successful in a specific role.  A strong candidate will possess a blend of these competencies, ensuring they have the technical skills to do the job and the behavioral know-how to do it effectively within the team and organizational culture.

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How do you appraise and assess behavioral competencies?

You've identified the critical role behavioral competencies play in driving success. Now comes the crucial step: accurately assessing these competencies in potential and current employees.  By implementing effective assessment strategies, you'll gain valuable insights that empower you to:

• Make competency-based hiring decisions - Select candidates who possess the right behavioral fit for your team and culture.
• Develop targeted training programs - Bridge skill gaps and strengthen existing competencies within your workforce.
• Promote a culture of continuous improvement - Provide ongoing feedback and development opportunities to help employees reach their full potential.

Here are some key methodologies to help you achieve precise behavioral competencies assessment:

• Competency-based interviews - Structure interviews around specific behavioral indicators. Ask candidates to describe past experiences that showcase how they've demonstrated the desired competencies (e.g., "Tell me about a time you solved a complex problem under pressure").
• Behavioral assessments - Utilize standardized tests that evaluate behavioral styles and tendencies. These can provide valuable insights into a candidate's natural strengths and areas for development.
• 360-degree feedback - Gather feedback from a candidate's supervisor, colleagues, and even clients. This holistic approach offers a well-rounded perspective on their behavioral competencies in the workplace.
• Competency frameworks - Develop a clear competency framework outlining the key behavioral competencies for various roles. This provides a benchmark for evaluation and ensures consistency across the hiring process.

Designing an effective assessment process is crucial. Here are some tips:

• Tailor your methods to the specific role and competencies you value most.
• Train interviewers on behavioral interviewing techniques and identifying behavioral indicators.
• Use a combination of assessment methods to get a comprehensive picture of the candidate.
• Focus on past behaviors as strong predictors of future performance.
• Maintain objectivity during the evaluation process.

By implementing these strategies, you'll gain valuable insights into a candidate's behavioral competencies, which will allow you to make informed hiring decisions and build a high-performing team. 

The relationship between mentorship and behavioral competencies 

Mentoring programs play a crucial role in fostering the development and enhancement of behavioral competencies within organizations.  Let's explore how mentoring specifically contributes to behavioral competency improvement:

• Skill transfer and modeling - Experienced mentors act as role models, directly demonstrating desired behaviors in real-world situations. Through close interaction and observation, mentees gain valuable insights into effective communication, emotional intelligence, and leadership – all key behavioral competencies.
• Feedback and guidance - Mentorship provides a safe space for personalized feedback.  Mentors can help mentees identify strengths and areas for improvement regarding their behavioral competencies.  This constructive feedback empowers mentees to understand their impact and make necessary adjustments to strengthen their behavioral skills.
• Behavioral modeling - Mentoring relationships allow mentees to observe and learn from their mentors' decision-making processes and behavioral patterns.  Mentors offer insights into navigating complex workplace scenarios, handling challenges, and interacting effectively with colleagues – all directly influencing the development of the mentee's behavioral competencies.
• Confidence building - Mentoring fosters a supportive environment where mentees can practice and refine their behavioral skills with guidance and encouragement. Validation from mentors for their efforts and achievements builds confidence in applying these competencies across diverse situations, leading to improved performance and self-efficacy.
• Accountability and goal setting - Mentoring relationships often involve setting specific goals related to behavioral competency development. Mentors guide mentees in establishing achievable objectives, creating action plans, and tracking progress over time.  This built-in accountability motivates mentees to actively work on enhancing their competencies and achieving their developmental goals.
• Continuous learning and reflection - Mentorship encourages continuous learning and reflection on behaviors and outcomes.  Mentees can engage in meaningful discussions with their mentors, explore different perspectives, and reflect on experiences to gain insights into their behavioral competencies. This reflective practice promotes self-awareness and facilitates ongoing improvement in their behavioral effectiveness.

Rory Sacks, Global Director of Learning & Development at StubHub, provides actionable tips on how to create a continuous learning culture to develop behavioral competencies

Together: Your personalized platform for mentoring success

Now that we've explored the powerful link between mentorship and behavioral competencies, let's introduce Together – a comprehensive platform designed to empower your mentoring programs and accelerate the development of these critical skills.  

Together offers a suite of features and functionalities that specifically support behavioral competency development, including:

• Goal setting and tracking - Set clear and measurable goals aligned with desired behavioral competencies. Track progress over time and celebrate achievements to maintain motivation.
• 360-degree feedback - Gather feedback from mentors, colleagues, and supervisors on behavioral strengths and areas for development. Gain a holistic perspective to inform development plans.
• Matching Algorithms - Match experienced mentors with mentees based on shared goals, skills, and behavioral competencies, ensuring a strong foundation for development.
• Progress reports and analytics - Monitor individual and team progress towards behavioral competency goals. Identify areas for improvement and adjust strategies as needed.

By leveraging Together for a successful mentoring program, you can create a dynamic environment where behavioral competencies flourish, leading to a high-performing and successful workforce.

Develop your workforce’s behavioral competencies with Together

We've explored the power of behavioral competencies – the essential skills and behaviors that drive individual and organizational success. By understanding and focusing on these competencies, you can build a high-performing team equipped to tackle challenges, collaborate effectively, and achieve exceptional results.

Remember, behavioral competencies are not static. Invest in ongoing development and evaluation to ensure your team continues to grow and thrive.

Together can be your secret weapon in this journey. It empowers you to cultivate a strong mentoring culture, fostering the development of critical behavioral competencies within your workforce.

Ready to unlock the full potential of your team? Book a free demo today and see how Together can help your employees excel and contribute to your organization's long-term success.