A "Driving" Example of Talent Progression
 Do you remember
learning how to drive? The graphic at right shows how our model applies to that
experience. It begins with getting a Driver's Manual, and studying it thoroughly.
Then you take an exam, to show that you understand the basics. This step is much
like an exam-based certification in any discipline.
Next, you have the application gap between steps 3 and 4, Knowledge and
Skill. You use the Learner Permit to practice the key actions that you must demonstrate
to a driving test examiner. Of course, the examiner does not verify that you are
a competent driver — only that you demonstrate enough of the key driving
skills that you will not hurt yourself, or other drivers. This driving test demonstrates
that you are now "in the game" to drive.
You then gain a range of experiences in your daily driving, including establishing
attitudes that make you a safe and courteous driver: No texting while driving
is a smart attitude, that will help you avoid tickets in most states.
Are we there yet? No, you are not yet a competent driver. If you learned to
drive with an automatic transmission, can you drive a "stick shift" and clutch?
Can you drive large and small cars? Can you drive in heavy traffic? In ice and
snow? Can you drive an 18-wheeler semi-truck/trailer? It is the application of
your knowledge, skills and attitudes in a wide range of different situations that
begins to develop your competence as a driver. You have probably guessed that,
at each next level of our model, there are fewer people who qualify: Skills, Attitudes
and Competence. So what about Performance; how do we achieve that ultimate level?
|
Our
First Insights into the Stairway to Talent 
