Using a well-structured competency framework detailing the skills required for category management is a Top 10 driver of category management performance and organisations performance.
Leaders have clearly identified the need to include category management specific skills in their competency framework, with 68% indicating that this has been achieved. By HUGE contrast only 26% of Followers (nearly ¾ of responding organisations) indicated that their competency framework detailed the skills required for category management. 45% of Followers actively disagreed, as did 22% of Leaders.
In 2014-15, 76% of leaders strongly agreed or agreed with this competency question, as did 31% of followers so this appears to have gone backwards from 2 years ago.
Leaders achieve a performance benefit from their use of well-structured competency frameworks that define the key skills required to undertake category management effectively. Competency frameworks are the 'building blocks' for capability development and their use correlates with improved performance.
New Year’s Resolution No. 9:
If you’re building a case for category management, you need to develop competence
across your team, and the stakeholder community, to enable it to happen. Our
analysis demonstrates that this activity is a top driver of performance. Align
specific category management competencies with relevant job roles and articulate
the expected performance level for each job. Be realistic about it. Don’t ask
for expert level when being competent is enough for the job role. Consider utilising
external support as they will probably have a standard that you can tweak and critique
saving you a lot of time, and enables you to build on their experience rather than
reinventing the wheel. Done well, you can use this to track team performance
and competence at agreed intervals. If you are using external support, ask if they
have online tools for this – they probably do and the cost of using the online tool
would be a lot less than the manual effort and be a lot more sustainable.