2. Stakeholder
‘Jacqui’
Senior marketer in my work organisation
My interest is the ‘school’ to work transition that
occurs with employees who are required to
continuously learn as part of their job roles.

3. Say
• We need to measure and know the different
(knowledge) competency levels of all our staff
• How can we plan if we don’t know that?
• We should have a record of that
• Everyone should have at least a base level of
knowledge (assessed)
• <other role> have competencies measured
that are shared across the whole team

4. Do
• Deliver coordinated marketing solutions
• Ensure there is no unnecessary double-ups
• Target the right needs
• Be effective with limited resources and
funding
• Work with the people who will give greatest
benefit

5. Think
• It shouldn’t be hard to assess competencies
• We should be doing it already – why aren’t
we?
• How can we be effective if we don’t do this?
• We’re running around in circles – wasting
time!

6. Feel
• Why don’t we already have a clear process for
this – this is incompetent!
• Frustrated that we aren’t focussed
• Slow and ineffective

7. Insights
• Jacqui believes people should embrace
competency measurement – nothing to fear
• If we know existing competency levels we can
plan and execute new learning and
development activities more effectively
• Everything is better when it is
measured, planned and well executed – you
need the data!

8. Problem statement
Jacqui needs to feel confident that we are targeted
and focussed in our planning and running of
ongoing learning and development activities.
Because…
• If we know existing competency levels we can
plan and execute new learning and development
activities more effectively