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We are working on tracking and validating soft skill development. 

The process we are suggesting is that the "Coach" will be responsible for tracking the development of the member. But we need to standardize and make it clear how we measure and value skills. So that when you see someone with Advanced Leadership skills, has the same achievements as other people with the same level. 
And for example, we need rigid standards, such as, the coach must consider that the skill is there + a measurable KPI like: To be advanced you need +10 projects published. 

It needs to focus on the skills that create the most value the most in our organization. At the same time, they need to be simple enough to understand and measure. 

In the process we should also ask the participant where they think they are like a self-evaluation and take that in consideration, but that's for the "Coach" role handbook or curse. 


By tracking skills, we can help them develop better.  I'm going to paste Llama3 and ChatGPT's feedback, that i think is quite good, but needs some work. After reading both, ChatGPT's GPT3.5 answer is weaker that Llama3's. 

Please leave your proposals and comments on this thread! Thank you. 

Llama3 (AI by Meta):
**1. Effective Communication**

  • * Novice: Infrequent or unclear communication (1-3 times per week)
  • * Developing: Consistent but brief updates (4-7 times per week)
  • * Competent: Regular, detailed reports (8-11 times per week)
  • * Advanced: Proactive, initiative-driven communication (12+ times per week)
  • * Master: Exceptional communication skills, always adapting to audience and purpose

**2. Time Management & Organization**

  • * Novice: Frequent procrastination or lost track of time (less than 50% of tasks completed on time)
  • * Developing: Some organization and prioritization (50-74% of tasks completed on time)
  • * Competent: Good time management and planning (75-90% of tasks completed on time)
  • * Advanced: Excellent organizational skills, always meeting deadlines
  • * Master: Exceptional ability to prioritize tasks, manage time effectively, and adapt to changing circumstances

**3. Self-Motivation & Discipline**

  • * Novice: Struggling to stay motivated or focused (less than 50% of goals achieved)
  • * Developing: Showing improvement in motivation and focus (50-74% of goals achieved)
  • * Competent: Consistently demonstrating self-motivation and discipline (75-90% of goals achieved)
  • * Advanced: Exceptional self-motivation, achieving all goals
  • * Master: Exceptional ability to stay motivated, focused, and driven to achieve results

**4. Flexibility & Adaptability**

  • * Novice: Struggling to adapt to changes or resistant to new ideas (less than 50% of changes successfully implemented)
  • * Developing: Showing improvement in adapting to changes (50-74% of changes successfully implemented)
  • * Competent: Consistently demonstrating flexibility and adaptability (75-90% of changes successfully implemented)
  • * Advanced: Exceptional ability to adapt, always finding creative solutions
  • * Master: Exceptional ability to adapt quickly, think outside the box, and drive positive outcomes

**5. Teamwork & Collaboration**

  • * Novice: Limited understanding of teamwork and collaboration (less than 50% of projects completed successfully)
  • * Developing: Showing improvement in teamwork and collaboration (50-74% of projects completed successfully)
  • * Competent: Consistently demonstrating teamwork and collaboration skills (75-90% of projects completed successfully)
  • * Advanced: Exceptional ability to work with others, build strong relationships
  • * Master: Exceptional leader who can inspire and motivate others to achieve shared goals

**6. Problem-Solving & Critical Thinking**

  • * Novice: Limited ability to analyze problems or think critically (less than 50% of problems solved effectively)
  • * Developing: Showing improvement in problem-solving and critical thinking (50-74% of problems solved effectively)
  • * Competent: Consistently demonstrating problem-solving and critical thinking skills (75-90% of problems solved effectively)
  • * Advanced: Exceptional ability to analyze complex problems, think critically
  • * Master: Exceptional thinker who can drive innovative solutions and achieve significant results

**7. Productivity & Time Management**

  • * Novice: Limited ability to manage time or prioritize tasks (less than 50% of tasks completed on time)
  • * Developing: Showing improvement in productivity and time management (50-74% of tasks completed on time)
  • * Competent: Consistently demonstrating productivity and time management skills (75-90% of tasks completed on time)
  • * Advanced: Exceptional ability to prioritize tasks, manage time effectively
  • * Master: Exceptional performer who can achieve high levels of productivity and efficiency

**8. Leadership & Coaching**

  • * Novice: Limited understanding of leadership or coaching (less than 50% of team members developed successfully)
  • * Developing: Showing improvement in leadership and coaching (50-74% of team members developed successfully)
  • * Competent: Consistently demonstrating leadership and coaching skills (75-90% of team members developed successfully)
  • * Advanced: Exceptional leader who can inspire and motivate others
  • * Master: Exceptional coach who can develop others to achieve high levels of performance

They key points we need to work on is: (1) what skills will we track, (2) the levels and criteria for achieving each level. 


We could start by making an initial assessment with free tools. Ex: mind tools free test + self-evaluation to decide the development path which should match Inkua´s profile (document we have) and the personal specific improvement map.


This are the skill we are looking into right now. With the help of Veronica Gimenez
and Cynthia Vega.

Communication, Empathy & Ethics
Time Management, Accountability & Performance
Wellbeing, Discipline & Motivation
Teamwork & Collaboration
Project Management & Pitching
Remote Work & Tech Skills
Leadership, Networking & Coaching
Business English & Presentation
Reporting, Documentation & Compliance
Participation & Engagement
Learning & Research Skills
Process Compliance & Development
Initiative, Proactivity and Creativity
Social Media Expert & Brand Ambassador

Hello, good afternoon. Here is my small contribution on the matter.

I reviewed Martha Alles' book to ensure the proper procedure for applying a competency management model that allows us to work on this. I believe the competencies you mentioned are relevant to the organization and could cover a large part of the departments' needs.

Following Martha Alles' method, these could be the general competencies applied to all members of the organization. The author mentions that, to be more precise when evaluating and working on members' development, it is necessary to define the specific competencies for each area or department. As Martha Alles says, "Competencies differ according to the specialty and level of the collaborators within the organization. Sometimes, the same competency, for example, leadership, may be required for young professionals and, at the same time, for top executives, with the level or degree required differing in each case."

Additionally, it would be useful to include a definition of each competency with the help of the competency dictionary proposed by the author and adjust the examples of behaviors for each competency according to the roles, responsibilities, and specific tasks of each department or area. She says, "Observable behaviors are the indicators to be used to evaluate or measure competencies."