Context Overview
Business priorities and role expectations are hard to turn into skills people can practise and managers can assess. I use competency frameworks to connect expected business outcomes with role tasks, applied capabilities and evidence of proficiency.
Role-based proficiency rubrics, assessment and certification checkpoints, and manager coaching guides make the framework usable in daily development. The updated global framework introduced proficiency rubrics for all commercial roles and supported structured pathways for new and transitioning roles.
Stakeholders
HR; Functional Leaders across Commercial, Service, and Clinical teams; line managers; business stakeholders involved in role design, assessment, and capability development.
Deployment
- Partner with HR to map roles, clarify responsibilities and link each to expected business results, using external research and benchmarks where useful.
- Translate role expectations into capability areas: required knowledge and actions, observable proficiency and evidence of effective performance.
- Define competency frameworks for field clinical roles, product specialists and key account managers, connecting product adoption, customer success and commercial contribution to tasks, skills, success indicators and milestones at three, six, nine and twelve months.
- Set knowledge, scenario-application and role-readiness assessments and certification checkpoints; equip managers with coaching guides for follow-up.
- Target reskilling and upskilling for Sales, Marketing, Product Specialists and first-line Commercial Managers to documented performance gaps; use focus groups before and after to test application and business relevance.
Metrics & Results
- Updated the global competency framework with role-based proficiency rubrics for all commercial roles.
- Supported new customer-facing roles with competency frameworks and playbooks for self-monitoring and coaching, designed to strengthen customer impact, product adoption and revenue growth.
- Supported the Sales Leadership Academy and commercial upskilling. Participants completing the full pathway recorded +18% in business results and +47% in execution discipline.
- Three structured regional pathways supported role repositioning and internal reskilling for around 150 people moving into new roles.
- Designed pathways for emerging roles in digital communication, data analysis and digital transformation, mainly in consulting assignments.
Competencies, Frameworks and Tools
Competency-based design; role architecture; skills assessment; proficiency modelling; capability gap analysis; business KPI alignment; reskilling and upskilling strategy; coaching and certification frameworks.
Competency-based design; role-based capability models; proficiency rubrics; assessment and certification frameworks; performance gap analysis; benchmarking; focus groups; coaching frameworks; KPI-based learning design.