Wyoming Workforce Planning
The Right People at the Right Place at the Right Time!
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Definition

Desire and effort to acquire new knowledge and skills for work. Concern for the acquisition of new job knowledge.
 

Behavioral Descriptions

Proficiency Level 5

• Continuously acquires and applies new knowledge.

• Keeps up to date on latest knowledge.

• Seeks knowledge/learning opportunities from multiple sources.

• Recognizes importance of continuous learning for career advancement.

• Invests significant time and effort to acquire new skills and knowledge.

• Seamlessly adapts and applies new knowledge and skills to all areas of the job.

Proficiency Level 4

• Anticipates and takes initiative to learn new skills.

• Anticipates need for new knowledge and skills.

• Takes independent initiative to seek opportunities to learn new skills.

• Seeks feedback concerning performance in order to make appropriate adjustments.

Proficiency Level 3

• Actively acquires new knowledge and skills.

• Acquires and implements new knowledge successfully.

• Uses learning strategies to increase knowledge base. (i.e., observation, shadowing, reading, research, etc)

• Stays current on job related information.

Proficiency Level 2

• Acquires new knowledge and skills if needed.

• Applies newly learned knowledge and skills when situation requires.

Proficiency Level 1

• Does not seek to acquire new knowledge or skills.

• Makes no effort toward learning, may avoid learning situations.

• Lacks adequate learning tools or styles to learn effectively.

Suggested Activities for Development

• Ask your manager and/or colleagues to point out sources of information that will help you to increase your knowledge in a particular area. Review the information and share what you have learned with others.

• Commit to reading professional journals, books, and articles that will expand your knowledge in a particular area.

• Regularly view your organization’s website and/or intranet.

• Volunteer to accompany and/or stand in for your manager at meetings.

• Keep abreast of new legislation. Share with others how it impacts your work unit or department.

• Make a list of areas you would like to know more about. Identify specific steps you will take to enhance your knowledge in these areas (e.g., reading books, attending classes, talking to experts).

• Research an interesting topic in your field. Write an article about it and submit it for publication.

• Implement a Lunch and Learn program where your colleagues can share information about what they have learned in their field every month.

• Develop a new concept that would impact the industry and develop a plan to support its implementation

• Establish three professional goals and develop a personal learning agenda, which includes specific steps needed to accomplish your goals.

• Become an active member in a professional or community organization.

• Ask someone to become your mentor.

• Ask for feedback when working on projects and keep journal of the feedback that you receive. Identify trends that reveal areas for improvement and devise a learning strategy to develop your skills in these areas.

• Teach yourself how to use software programs that will help you on the job.

• Attend meetings in other work units or departments to learn more about what they are working on.

• Volunteer to work on a project outside of your work unit or department.

• Join an online discussion group or participate in roundtable discussions on a topic in your field.

• Learn a new language.

• Identify a time-consuming process in your work unit or department. Devise a plan to make it more efficient.

• Under Development (Until courses are specifically mapped out for this competency, please click here to see a full list of Employee Training and Development Opportunities for State of Wyoming employees.)

Books

• Rediscover the Joy of Learning by D. A. Blackerby (Success Skills, 1996). "Rediscover the Joy of Learning" is an engaging and practical book that is an important resource for anyone involved in the process of learning.

• The Seven Habits of Highly Effective People by S. R. Covey (Simon & Schuster, 1990). Presents a holistic, integrated, principle-centered approach for solving personal and professional problems.

• The Age of Paradox by C. Handy (Harvard Business School, 1995). The management of "paradox," in essence planning for the unplanned.

• Future Edge: Discovering the New Paradigms of Success by J. A. Barker (William Morrow, 1992). From a strategic exploration viewpoint, this is an excellent guidebook. Understanding and mastering your paradigms is one important thing for making progress in life and in business.

• Peak Learning: How to Create Your Own Lifelong Education Program for Personal Enlightenment and Professional Success by R. Gross (J.P. Tarcher, 1999). One of North America's foremost learning experts presents a clear, practical, and thorough program to help listeners learn anything faster and more enjoyably.

• Managing People Through Change. Seize the opportunities raised by change - use them to develop and grow. Employing a variety of learning methods, these 19 activities can be used for group, one-to-one and self-study work. Employee University, 1-888.215.8532

Media

• Managing People Through Change. Seize the opportunities raised by change - use them to develop and grow. Employing a variety of learning methods, these 19 activities can be used for group, one-to-one and self-study work. Employee University, 1-888.215.8532.

• Continuous Motivation Training. Teaches your team the value of continuous motivation! Employee University, 1-888.215.8532

Behavioral-Based Interviewing Questions

• Under Development (Until interviewing questions are specifically mapped out for this competency, please click here for general examples of Behavioral-Based Interviewing questions.)