Understanding ASK: How Attitude, Skills, and Knowledge Shape Success at Every Level

ASK: Attitude, Skills, and Knowledge

Any employee who wants to succeed in professional life needs to have three things, which apply to all levels and grades of staff in an organization. They are ASK - Attitude, Skills, and Knowledge.

Knowledge
Theoretical concepts, models, etc.

Skills
Proficiency in a particular task or function.

Attitude
How an individual behaves or receives or disposes of oneself in the environment around.

Competency: Skills + Knowledge

Now, COMPETENCY means Skills + Knowledge. For example, I know what communication is and know how to communicate effectively. It means I am competent in Effective Communication.

Skill Levels in Communication

SKILL means I am good at communicating with individuals around. However, my level of skill will vary; it means my skill in communication can be Novice, Intermediate, Proficient, Expert, and Advanced.

Understanding Skills and Competency

I think that skill refers to the ability of a person to perform a given task to attain a predetermined result. Skills can be improved by proper training and continuous and considerable experience. Thus, skill is confined to performance, i.e., what is exactly performed in a given situation as per the predetermined standard.

Competency: A Broader Perspective

Competency, on the contrary, has a larger scope in that it encompasses knowledge, behavior, and skill and thus culminates in achievement, i.e., how things are accomplished in all situations.

Competency vs. Skill

Competency is at the macro level, but skill is at the micro level. A typist, if able to type error-free at a speed of 60 wpm (words per minute), can be called a skilled typist. However, if their department manager or Head of Department (HOD) can effectively manage department functions, they can be considered a competent manager.

While a surgeon's job requires skill, the roles of a Chief Executive Officer or Medical Director in a hospital demand competency.

Skills vs. Competencies in Candidate Selection

Do we HR professionals look for skills or competencies when selecting the right candidate to match our requirements?

In simple terms, skills are needed to meet the requirements. Experience in different areas contributes to skills.

Understanding Competencies

Competencies are groups of skills in a common area. For example, people management requires a set of skills falling under the category of competencies.