{"id":2653,"date":"2016-03-25T01:50:59","date_gmt":"2016-03-25T01:50:59","guid":{"rendered":"https:\/\/coachingourselves.com\/fr\/?p=2653"},"modified":"2026-05-09T09:44:10","modified_gmt":"2026-05-09T13:44:10","slug":"frperformance-reviews-gone-competency-frameworks-next-the-dominoes-fall","status":"publish","type":"post","link":"https:\/\/coachingourselves.com\/fr\/frperformance-reviews-gone-competency-frameworks-next-the-dominoes-fall\/","title":{"rendered":"Performance Reviews Gone, Competency Frameworks Next: The Dominoes Fall"},"content":{"rendered":"<h3>I still remember running my first performance review as a young manager. It was a painful ordeal we just needed to get through. But we were\u00a0following best practice so it had to be done, right?<\/h3>\n<div id=\"post-body-6382334632703636891\" class=\"post-body entry-content\">\n<div dir=\"ltr\">\n<div>A cow following the herd is also following best practice.<\/div>\n<div>Unless you&rsquo;ve been living under a rock you will have noticed\u00a0the yearly performance review process is on it&rsquo;s way out. This trend has been\u00a0widely reported in the\u00a0<a href=\"https:\/\/hbr.org\/2015\/04\/reinventing-performance-management\" target=\"_blank\" rel=\"nofollow noopener noreferrer\">Harvard Business Review<\/a>,\u00a0the Washington post,\u00a0<a href=\"http:\/\/www.newyorker.com\/business\/currency\/the-push-against-performance-reviews\" target=\"_blank\" rel=\"nofollow noopener noreferrer\">the New Yorker<\/a>\u00a0and more. Many large organizations from Adobe, Microsoft, Accenture and Deloitte have dumped their annual performance review process.<\/div>\n<div><\/div>\n<div>Competency frameworks are next. Those large static\u00a0lists of competencies\u00a0usually developed at great cost have no positive impact on organizational performance.<\/div>\n<p>&nbsp;<\/p>\n<figure style=\"width: 200px\" class=\"wp-caption alignleft\"><a href=\"http:\/\/3.bp.blogspot.com\/-sZFv6IDtRM8\/VcCiRAbkHII\/AAAAAAAADpU\/S1yhXT-QWPU\/s1600\/LeadershipCompetencies.jpg\" target=\"_blank\" rel=\"nofollow\"><img decoding=\"async\" src=\"data:image\/gif;base64,R0lGODlhAQABAIAAAAAAAP\/\/\/yH5BAEAAAAALAAAAAABAAEAAAIBRAA7\" data-src=\"http:\/\/3.bp.blogspot.com\/-sZFv6IDtRM8\/VcCiRAbkHII\/AAAAAAAADpU\/S1yhXT-QWPU\/s200\/LeadershipCompetencies.jpg\" class=\"lazyload\" alt=\"\" width=\"200\" height=\"118\" border=\"0\"><figcaption class=\"wp-caption-text\"><noscript><img decoding=\"async\" src=\"http:\/\/3.bp.blogspot.com\/-sZFv6IDtRM8\/VcCiRAbkHII\/AAAAAAAADpU\/S1yhXT-QWPU\/s200\/LeadershipCompetencies.jpg\" alt=\"\" width=\"200\" height=\"118\" border=\"0\"><\/noscript><\/a> Leadership Competency Framework<\/figcaption><\/figure>\n<p>Having a\u00a0competency framework\u00a0seems to make sense. To\u00a0link individual performance to the goals of the business we need a list of competencies: the knowledge, skills, judgment, and attributes people need to perform a job. With a standard set of competencies for each role in the\u00a0business people\u00a0know the kind of behaviors the organization values and requires to achieve its objectives. A\u00a0yearly performance review framed around\u00a0the competency framework completes\u00a0the loop ensuring the organization operates like a well oiled machine.<\/p>\n<div>But we are human beings, not human resources. Organizations are communities of human beings, not collections of human resources. Competency frameworks are ignored by most managers in most organizations, at best a distraction from the real job of managing.<\/div>\n<div>As a manager ask yourself: if your organization deleted the competency framework from the corporate server, and it was never ever mentioned again, how would this negatively impact your teams performance?<\/div>\n<p>&nbsp;<\/p>\n<div><span class=\"underline\">About the Author:<\/span><\/div>\n<div><\/div>\n<div><strong>Phil LeNir<\/strong>\u00a0is president of\u00a0<a href=\"http:\/\/www.CoachingOurselves.com\/\" target=\"_blank\" rel=\"nofollow noopener noreferrer\">CoachingOurselves<\/a>, a company he co-founded with\u00a0<a href=\"https:\/\/coachingourselves.com\/fr\/henry-mintzberg-fr\/\" target=\"_blank\" rel=\"nofollow noopener noreferrer\">Henry Mintzberg<\/a>. They help organizations setup peer-coaching programs for leadership development. Phil believes the whole idea of running leadership development programs to fill skills gaps identified using competency frameworks doesn&rsquo;t make much sense. As best as he can Phil uses common sense and good judgment to help his clients rather than just follow best practices.<\/div>\n<div>Phil developed a keen interest for organizational performance as a manager and director in various high-technology companies specializing in speech-recognition systems. Phil holds a patent on Speech Recognition and Speaker Verification using distributed speech processing, has a Masters of Management and Electrical Engineering degree from McGill University in Canada.<\/div>\n<\/div>\n<\/div>\n<p>&nbsp;<\/p>\n","protected":false},"excerpt":{"rendered":"<p>I still remember running my first performance review as a young manager. It was a painful ordeal we just needed to get through. But we were\u00a0following best practice so it had to be done, right? A cow following the herd is also following best practice. Unless you&rsquo;ve been living under a rock you will have [&hellip;]<\/p>\n","protected":false},"author":2,"featured_media":18495,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_genesis_hide_title":false,"_genesis_hide_breadcrumbs":false,"_genesis_hide_singular_image":false,"_genesis_hide_footer_widgets":false,"_genesis_custom_body_class":"","_genesis_custom_post_class":"","_genesis_layout":"","footnotes":""},"categories":[182,87],"tags":[],"class_list":["post-2653","post","type-post","status-publish","format-standard","has-post-thumbnail","category-article-fr","category-non-classifiee","entry"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.7 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Performance Reviews Gone, Competency Frameworks Next: The Dominoes Fall - CoachingOurselves<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/coachingourselves.com\/performance-reviews-gone-competency-frameworks-next-the-dominoes-fall\/\" \/>\n<meta property=\"og:locale\" content=\"fr_FR\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Performance Reviews Gone, Competency Frameworks Next: The Dominoes Fall - CoachingOurselves\" \/>\n<meta property=\"og:description\" content=\"I still remember running my first performance review as a young manager. 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