Developing your own personal "Body of Knowledge" document.

M

MikCra

#1
I stumbled into this great article from Westcott about listing out one's own inventory of quality skills and competencies.

As I am in between jobs right now, I intend to flesh out my own BoK document for exactly the reasons Mr. Westcott mentions.

There are certainly a multitude of quality-specific skills, not to mention the whole universe of soft skills [working within a team, leadership, presentation skills, ability to coach/teach, etc].

The list of skills and competecies to evaluate yourself against seems almost endless.

What does this community think? Are there pre-packaged lists of managerial skills out there to help someone start their own personal self-assessment?

[I know about the Body of Knowledge documents that ASQ publishes for indiv certifications such as CQE, CCT, etc. I am specifically referring to the aforementioned and less-specific 'soft skills' everyone employs in quality mgmt] .


Looking forward to everyone's expert feedback!
 

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harry

Super Moderator
#2
Welcome Craig,

I think it is a good practice that many had adopted. To the correct person (the potential employer side), it provides value in that he could quickly go through, sized you up, asked relevant questions and perhaps make a quick decision. However, that's provided you get past the 'gatekeeper' who may not know anything about it.

We have interesting discussions on the same in this forum. For a start: Tips to get past the "gatekeeper" when job hunting. And many more ....
 
A

adickerson

#3
Soft skills are easy to document. The first thing that comes to mind is letters of thanks, even just a e-mail talking about a job well done.

I have made it a habit to really take "Congratulating The Team" seriously. I spend some time (30-60 minutes) to really write out where the project started, what we set out to achieve, what we actually did and finally the results. I just draft this into a small one page letter and thank all the team members for being a part of the project. Most projects do this formaly but I try to make sure every knows I mean it.

This means two things. First off everyone on the team wants to know the work they do matters and that they are doing a good job, if your employees are spending 30-40 hours on a project it would be a shame not to spend just a few minutes to formally thank them. Second, it keeps a record of sucess. It is easy to go back to a stack of letters and see what has been done and how you are adding value. It really allows you to reflect back on your career and the types of problems you can fix, a major question in getting a new job and yearly reviews.

I guess you can use that method for all skills but it excels with soft skills. In fact you could say the letters themselves are an example of the soft skills you are trying to demonstrate. If I was looking to hire somone and a applicant showed me a history of how they clearly wrote out project goals and accompleshments then communicated those successes to the team and management - I would defiantly think they had good communication and management skills.
 

Wes Bucey

Quite Involved in Discussions
#4
I stumbled into this great article from Westcott about listing out one's own inventory of quality skills and competencies.

As I am in between jobs right now, I intend to flesh out my own BoK document for exactly the reasons Mr. Westcott mentions.

There are certainly a multitude of quality-specific skills, not to mention the whole universe of soft skills [working within a team, leadership, presentation skills, ability to coach/teach, etc].

The list of skills and competecies to evaluate yourself against seems almost endless.

What does this community think? Are there pre-packaged lists of managerial skills out there to help someone start their own personal self-assessment?

[I know about the Body of Knowledge documents that ASQ publishes for indiv certifications such as CQE, CCT, etc. I am specifically referring to the aforementioned and less-specific 'soft skills' everyone employs in quality mgmt] .


Looking forward to everyone's expert feedback!
This concept (I like the "Body of Knowledge" term for Qualty folk) is very similar to the skills and experience grid we have discussed in several of the threads listed below.

There are two points which may not be completely clear in the article:

  1. The personal BOK is just that - personal - don't overwhelm a prospective employer by sending him the entire BOK as part of your resume - target the resume to the specific prospective employer and ONLY include the points from your BOK which apply to that employer and the position applied for.
  2. Just having a detailed personal BOK is not enough - you still have to research target employers and complete the grid to show how the items from your BOK mesh with the stuff needed by that target employer. Often, you have to connect the dots (in the cover letter or interview) by saying/writing something like, "I have been the primary person in charge of moving our company to be qualified for ISO9101 registration. That experience would be very helpful to your company since you are in the beginning stages of qualifying for the same registration."
Here's the list of job threads folks have found very helpful in their job hunts:
Candidates:
Thinking about a New Job for New Year?

Resume and cover letter - How good are yours?

The Job Hunt - Care and feeding of references

Tips to get past the "gatekeeper" when job hunting

Consulting – Is it in YOUR Career Future?

Contracting/Temping - Viable Alternates in Tough Times
 
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