Creating research-based mental health competencies is a multi-step process of identifying essential skill sets, desired knowledge base, appropriate attitudes, and shared values that will support a strong workforce. While the exact process will vary depending on business structure and need, the broad framework of competency development includes stages of analysis, building, implementation, and evaluation.
When developing, it’s important to acknowledge that competencies fall into three main categories: Core, Cross-functional and Functional. All are important, but there is a hierarchy, and it’s essential to address each when ensuring your workforce is well-prepared.
Core Competencies
Core competencies lie at the top of the hierarchy and are considered mandatory. They align with and are central to an organization’s ability to achieve its strategic intent.
They include professionalism, decision-making skills, team effectiveness, individual reliability, motivation and commitment to task, adaptability, flexibility, demonstration of the skills needed to engage and form therapeutic relationships, personal integrity, and superior written and verbal communication skills.
Generally speaking, all employees in an organization should demonstrate these competencies. In fact, many HR organizations rely on them as indicators of employee “fit” when selecting individuals for onboarding.
Cross-functional Competencies
Cross-functional competencies are useful across a broad matrix of behavioral health organizations. They support the organization’s ability to reduce or eliminate silo thinking and silo management practices. Instead, they catalyze such valuable qualities within the organization as knowledge-sharing across organizational entities.
Cross-functional competencies include multicultural competencies and affirmative application standards, systems-oriented practice, practice-based learning, quality improvement, financial acumen, market awareness, and enhanced research skills, among many others.
Functional Competencies
Functional competencies sometimes called technical competencies, define the specific skills that professionals in a given field or position require on a daily basis. They are job-specific and relatively easy to identify in terms of the required elements of success.
Examples include screening and assessment, care planning and care coordination, best practice prevention and intervention, computer skills, use of software, employee onboarding and training, the ability to perform and interpret data analytics results, financial analysis, language proficiency, and so on. These are the competencies that drive results and performance.
“Competencies owned and nurtured by a company represent its critical resource and competitive advantage, and the company should create a portfolio of services that contribute to and extract value from those competencies.”
G. Hamel and C.K. Prahalad
When hiring for a position within the organization, hiring managers should think beyond the functional competencies required for the individual to succeed at the job for which they are to be hired.
By taking into account the value of cross-functional and core competencies, new employees succeed at their career within any organization that fosters and supports such.
We’re here to help ensure your workforce has the knowledge, understanding, and skill set to provide the highest of quality care.
Reach out to us today to learn how we can help.
Best Practices Group 