Key takeaways
- Define Success in Plain English: Stop using HR jargon and start describing the specific behaviors that actually drive results. Instead of “leadership,” focus on actions like “coaching others instead of fixing everything alone.” If you can’t describe a behavior simply, you can’t measure it or coach it effectively.
- Level Up Without Burning Out: Stop expecting “Expert” performance across every single competency. Use a simple scale (Beginner to Expert) to define what is “good enough” for a specific role; this allows you to prioritize the training that actually moves the needle instead of chasing perfection in non-critical areas.
- Map the “What’s Next” Using Skill Gaps: Answer the silent question every employee has, such as “How do I get promoted?”, by comparing their current skills against their target role. Identifying the top three missing competencies turns vague career paths into a concrete, data-driven roadmap that benefits both the employee’s growth and your business objectives.
Table of Contents
👉 Try my ChatGPT for competencies here
I built this ChatGPT for Competencies to help define relevant behaviors and skills that actually drive performance at every level of a role. The idea behind it is to link skills directly to business results (as well as job roles) and use them to strategically build a career path that benefits both the employee and your performance objectives.
This custom ChatGPT for competencies is part of my Manager Tools collection for busy managers.
How to use ChatGPT for competencies without getting lost in jargon
When you analyze competencies, all you need to ask is:
- What does success look like in this job?
- What behaviors make someone great at it?
- Can I describe those behaviors in plain English?
For example, take a Production Supervisor. Success might look like “running smooth shifts with minimal downtime.” So, what behaviors drive that?
- Prioritizes maintenance proactively.
- Communicates clearly during handovers.
- Coaches technicians instead of fixing everything alone.
When you use ChatGPT for Competencies, you can describe your role in everyday language. It will generate a clear list of core, technical, and leadership competencies for you.
Define competency levels for job roles
Managers often expect “high performer” across every competency. That’s a recipe for burnout. The ChatGPT for Competencies helps you apply a more realistic approach.
It uses the Dreyfus scale, which is composed of five simple levels: from Beginner to Expert, so you can define what’s good enough for each job.
Example: Customer Service Representative
- Communication → Advanced (handles clients independently)
- Product Knowledge → Professional (knows the main features)
- Problem-solving → Advanced (resolves complex cases without escalation)
That level-based view helps you see what’s missing and what’s not urgent.
It also gives you a practical foundation for discussions with employees. For example, instead of saying “you need to improve,” you can clearly show what needs improvement and how to get there. Over time, this structured approach creates a shared language for development between managers and employees, making performance conversations more transparent and productive.
How to build career paths your team actually understands
Career paths don’t have to be complicated. They just need to answer two questions employees keep asking silently:
“What’s next for me?” and “What do I need to get there?”
The ChatGPT for Competencies helps to map this out quickly.
Just describe the current role and the next one. The assistant compares the competency levels and shows you the gap in skills, behaviors, or leadership capability.
With this insight, you can turn your competency framework into a true development roadmap. Instead of abstract HR models, you get concrete, skill-based transitions. For example, how an “Intermediate Analyst” grows into a “Senior Analyst.” The ChatGPT for Competencies allows managers to visualize progression and plan learning priorities based on business impact. This makes development planning more meaningful, data-driven, and personalized for your team.
Monday Morning Action Plan: Define your team’s future competencies
Use the GPT: Input the current role, the target role, and the desired next-level output.
Let the AI generate a clear map identifying the top three missing competencies and defining the progression across levels (e.g., Level 1 to Level 2).
This answers the key question every manager faces:
“What are the missing competencies, and what competency level progression is realistic?”
Access my ChatGPT for competencies
👉 Access my ChatGPT for competencies here
Additional ChatGPTs for managers
👉 ChatGPT for job descriptions
👉 ChatGPT for one on one meetings
👉 ChatGPT for difficult situations
👉 ChatGPT for KPIs, OKRs, and IDPs
If you’re a new manager looking for new manager training, you can explore my practical program designed to help you succeed.
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