Disclaimer: Pegasus Institute For Excellence and it's members are in no way linked to or associated by any means with any other organization bearing the name Pegasus. If you receive any communications from these bodies, please be informed that Pegasus Institute For Excellence is not represented by them in any way. Disclaimer: Pegasus Institute For Excellence and it's members are in no way linked to or associated by any means with any other organization bearing the name Pegasus. If you receive any communications from these bodies, please be informed that Pegasus Institute For Excellence is not represented by them in any way.
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COMPETENCY DEVELOPMENT

Utilizes indicidual, small group and large group processes in tandem to create competency awareness, thorough introspection and peer level feedback/ calibration enabling participants to practice new behaviors related to competency.

Competency Development Programs (CDPs) aim to calibrate and identify the competency gaps in mid-level managers and improve the competency levels by addressing individual gaps. CDP also equips them with techniques and methods to bridge competency gaps.

Pegasus–CDP has three distinct phases.

Pre-program Phase

Initially, a comprehensive organizational competency framework with key competencies that are in line with business objectives and directions is co-evolved by Pegasus and the client organization. Subsequently, a detailed competency map with behavioural definitions of all competencies in the framework is formulated. The competency map encompasses workbooks and conceptual materials.

Program Phase

Pegasus–CDP utilizes individual, small group and large group processes respectively to create competency awareness, to obtain peer level feedback/calibration and to practice new behaviours related to competency. Cognitive inputs on competencies are supplemented with experiential activities and peer feedback. For ensuring reinforcement of concepts and experiences, very high focus is placed on keen observation and capturing of behavioural data. This is done on a conscious and ongoing basis. The data is also utilized for the framing of the 'Action Plan'.

Post Program Phase

Action plans are designed together by the facilitator and the individual based on the role and the areas of focus for the manager. The involvement of the superior is also to be sought on a case-to-case basis. Review of the competency and progress of an individual is mandatory. The review is carried out against clear benchmarks that the individual has to accomplish and is assessed along with the superior on a quarterly basis.