Someone recently asked me the question "What is the difference between capability and competence?"
I stumbled through an answer that I was not particularly proud of, and that set me thinking. I asked others, and surprisingly it seems as though this is not an easy question to answer, or get consensus on and answer given the wide variety of replies I got.
How would you answer that question?
I wrote a blog for TrainingJournal, hoping to get some suggestions. If you are interested, you can see the blog here http://pal.gl/t
Please do let me know what you would say if asked that question. I look forward to your comments :-)
Cheers, Paul
Replies
Sorry to be contrary, I rarely 'go with the flow' but in the organisation I work for, we developed a new capability framework (what we need to be able to do) with competency levels (how well we need to be able to do it). The debate was fierce and the naming could well have gone the other way. We decided that the important thing was to ensure that those using the framework understood the terminology which ensured that we embarked on a rigorous program to implement and embed. The disruptive element of using new terminology has actually helped to avoid people assuming that they understand.
I really like your comment that the debate around the terms actually helped people 'get' what the words meant without resorting to assumptions. whatever words we use, the real prurpose is served when there is agreement on the emaning, at least internally.
Cheers, Paul
I agree with Sarah it's an interesting question and I've been thinking about this all day (yes I know I should get out more)
I've looked the words up on the trusted online dictionary and found the following:
Capability - the ability to do something
Competence - the ability to do something well
This is the way I see it in my mind and helps make the distinction. Anyone can be capable of doing something but can they do it well or up to a certain standard or criteria? Competence is the measure and a clear expectation of what good looks like which is why organisations have competency frameworks rather than capability frameworks.
I also think (rightly or wrongly) of capability as similar to potential - someone might be capable or show signs of being capable but they aren't up to the required standard or aren't yet demonstrating the competence needed to do a job.
So you can't be competent without having the capability but you can be capable but not be competent
Clear as mud then ;-)
But very intellectual mud :-)
What do you call it when someone is competent to do a job but is incapable in the moment to do it because they are missing a tool, or a vital bit of information. In that moment, they cannot do the job. From the organisation's perspective, they are incapable at that point in time.
Just a thought to make the mud more mud like.
Cheers, Paul
I'd flip that Paul and say that the organisation is incapable of providing the tools and information for their employees to carry out the task. The root cause isn't the capability of the person but the organisations inability to provide the resources needed at that point in time.
So how would you approach this situation - focus on the symptom or the root cause?
You are quite right about the concept of organisational capability being a brake on the capability of individuals within the organisation. In fact, the definition of capabilitry changes depending on who the observer is. This is in part why people find it a hard conecpt to agree on.
And the cure will depend on the specifics of the disease, but root cause would usually be the preferred point of intervention.
Cheers, Paul
An interesting question. My opinion would be that capability is possessing the ability or know-how to complete a task or job. Competence is using that ability or know-how in an effective & excellent manner.Competent adds the success to capable.
If you have seen that old movie with Tom Hanks "Joe versus the Volcano", the boss speaking on the phone in the background of the one scene, "I know he can get the job, but can he do the job?" lol
Thanks Sarah, that is a nice distinction. I wonder if this resonates with others?
My best wishes, Paul