{"id":48193,"date":"2025-11-12T12:16:51","date_gmt":"2025-11-12T12:16:51","guid":{"rendered":"https:\/\/mondaysimon.com\/?p=48193"},"modified":"2026-01-31T09:34:25","modified_gmt":"2026-01-31T09:34:25","slug":"competencies","status":"publish","type":"post","link":"https:\/\/mondaysimon.com\/th\/competencies\/","title":{"rendered":"How Competencies Drive Talent Retention"},"content":{"rendered":"\n<div class=\"gb-element-86b1f60c\">\n<h3 class=\"gb-text-1236499f\"><span class=\"gb-shape\"><svg aria-hidden=\"true\" role=\"img\" height=\"1em\" width=\"1em\" viewBox=\"0 0 576 512\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path fill=\"currentColor\" d=\"M259.3 17.8L194 150.2 47.9 171.5c-26.2 3.8-36.7 36.1-17.7 54.6l105.7 103-25 145.5c-4.5 26.3 23.2 46 46.4 33.7L288 439.6l130.7 68.7c23.2 12.2 50.9-7.4 46.4-33.7l-25-145.5 105.7-103c19-18.5 8.5-50.8-17.7-54.6L382 150.2 316.7 17.8c-11.7-23.6-45.6-23.9-57.4 0z\"><\/path><\/svg><\/span><span class=\"gb-text\">Key takeaways <\/span><\/h3>\n\n\n\n<ul class=\"wp-block-list monday-list\">\n<li><strong>Break Down Generic &#8220;Buckets&#8221;:<\/strong> Stop using broad, useless terms like &#8220;Teamwork&#8221; or &#8220;Communication.&#8221; Define competencies as specific, observable technical and soft behaviors that are required to crush the job in your company\u2019s context. Use a spider chart to map out the exact level of mastery needed for each role so the finish line is visible for everyone.<\/li>\n\n\n\n<li><strong>Target the 3 Biggest Gaps:<\/strong> You cannot develop 10 competencies at once without burning out your team. Identify the top three gaps that are either blocking current performance or required for the next career step. Use the <strong>70-20-10 learning model<\/strong> to bridge these gaps, focusing heavily on on-the-job stretch assignments rather than just sending people to a one-off training course.<\/li>\n\n\n\n<li><strong>Integrate Development into Your Performance System:<\/strong> Competency growth shouldn&#8217;t be a &#8220;side project&#8221; for HR; it must be linked directly to KPIs, OKRs, and salary evaluations. If you don&#8217;t assess behaviors with the same rigor as numbers during your monthly 1-on-1s, your team will never prioritize the deep work required to actually change how they operate.<\/li>\n<\/ul>\n<\/div>\n\n\n\n<div class=\"wp-block-rank-math-toc-block\" id=\"rank-math-toc\"><h2>Table of Contents<\/h2><nav><ul><li><a href=\"#when-to-use-competencies\">What are Competencies? <\/a><\/li><li><a href=\"#difference-between-skills-and-competencies\">Difference Between Skills and Competencies <\/a><\/li><li><a href=\"#when-to-use-competencies-1\">When to Use Competencies<\/a><\/li><li><a href=\"#the-competencies-trap-and-how-to-escape-it\">The Competencies Trap and How to Escape It<\/a><\/li><\/ul><\/nav><\/div>\n\n\n\n<p>Competencies are part of Monday Simon <a href=\"https:\/\/mondaysimon.com\/manager-development-program\/\" data-type=\"page\" data-id=\"48803\">Manager Development Program<\/a>:<br>\ud83d\udc49 Module 3: <a href=\"https:\/\/mondaysimon.com\/manager-development-program\/team-development\/\" data-type=\"page\" data-id=\"47267\">Team development training<br><\/a>\ud83d\udc49 Module 5: <a href=\"https:\/\/mondaysimon.com\/manager-development-program\/performance-management\/\" data-type=\"page\" data-id=\"47270\">Performance management for managers<\/a><\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"559\" src=\"https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/image-9-1024x559.jpeg\" alt=\"Illustration showing competencies as interconnected skills driving performance, growth, and teamwork\" class=\"wp-image-48196\" srcset=\"https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/image-9-1024x559.jpeg 1024w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/image-9-300x164.jpeg 300w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/image-9-768x419.jpeg 768w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/image-9-1536x838.jpeg 1536w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/image-9.jpeg 1600w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"when-to-use-competencies\"><strong>What are Competencies? <\/strong><\/h2>\n\n\n\n<p>What are competencies? They are the observable skills, knowledge, and behaviors needed to crush a job. It&#8217;s not about being &#8220;proactive&#8221;. It&#8217;s about <em>exactly<\/em> what someone does and how well they do it to deliver the results. Managing competencies is not \u201cjust\u201d for HR. It is also your responsibility, as you own the development of your team.&nbsp;<\/p>\n\n\n\n<p>Basically, you want to know which competencies are required for your team. Here is an example of a spider chart with competencies for the position of procurement executive&nbsp;<\/p>\n\n\n\n<figure class=\"wp-block-image size-full\"><img loading=\"lazy\" decoding=\"async\" width=\"690\" height=\"373\" src=\"https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/image-1.png\" alt=\"Competency mapping radar chart showing skill levels across project management, negotiation, procurement, and relationship building\" class=\"wp-image-48194\" srcset=\"https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/image-1.png 690w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/image-1-300x162.png 300w\" sizes=\"auto, (max-width: 690px) 100vw, 690px\" \/><\/figure>\n\n\n\n<p><\/p>\n\n\n\n<p>Each competency has a different level (you can\u2019t expect all positions to be \u201cexpert\u201d level).&nbsp;<\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"268\" src=\"https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/image-2-1024x268.png\" alt=\"Competency mapping chart showing negotiation, procurement, and sourcing skills at the competent level\" class=\"wp-image-48195\" srcset=\"https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/image-2-1024x268.png 1024w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/image-2-300x78.png 300w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/image-2-768x201.png 768w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/image-2.png 1198w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/figure>\n\n\n\n<p><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>The competency group is in blue.&nbsp;<\/li>\n\n\n\n<li>In red, I highlighted technical skills.&nbsp;<\/li>\n\n\n\n<li>In green, these are the behaviors and soft skills required for the role.&nbsp;<\/li>\n<\/ul>\n\n\n\n<p>The common mistake companies make is sticking with the \u201cbucket item.\u201d It\u2019s too broad to be useful. For example, the competency \u201cCollaboration and Teamwork\u201d is far too general. Break it down into specific behaviors, for both soft and hard skills, so your team clearly understands what it means in your company\u2019s context.&nbsp;<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"difference-between-skills-and-competencies\"><strong>Difference Between Skills and Competencies <\/strong><\/h2>\n\n\n\n<p>Skills are the technical or functional abilities that allow someone to perform specific tasks. <br>For example, Excel analysis, machine operation, or customer negotiation.<br><br>Competencies, on the other hand, combine those skills with the right knowledge, mindset, and behaviors to achieve consistent results. <br>For instance, \u201ccommunication\u201d is a competency that includes skills like public speaking, active listening, and adapting tone to the audience. Similarly, \u201cleadership\u201d combines decision-making, empathy, and accountability. <br><br>While skills can often be taught quickly, competencies develop over time through experience and reflection. I always talk about competencies because they take into account &#8220;How&#8221; the job is done.<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"when-to-use-competencies-1\"><strong>When to Use Competencies<\/strong><\/h2>\n\n\n\n<p>You need to practically identify competencies when:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>You are hiring, and you need to ensure your recruitment scorecard matches the expectations of the role. You can also tailor interview questions that match the competency requirements of the role. Learn more about the <a href=\"https:\/\/mondaysimon.com\/th\/recruitment-scorecard\/\" data-type=\"post\" data-id=\"48163\">recruitment scorecard<\/a> and the <a href=\"https:\/\/mondaysimon.com\/th\/behavioral-interview\/\" data-type=\"post\" data-id=\"48318\">behavioral interview<\/a>. <\/li>\n\n\n\n<li>A <a href=\"https:\/\/mondaysimon.com\/th\/high-potential-employees\/\" data-type=\"post\" data-id=\"48307\">high-potential employee<\/a> is ready for a bigger role, and you need to clearly define the step-up skills for the career path. For example, the future career path involved the competency \u201cProject Management\u201d. In this case, you need to prepare the development of the competency to ensure your team is \u201cfit\u201d to jump into the new role.&nbsp;<\/li>\n\n\n\n<li>You&#8217;ve got a <a href=\"https:\/\/mondaysimon.com\/th\/poor-performer\/\" data-type=\"post\" data-id=\"48168\">poor performer<\/a>, and you need to move past &#8220;bad attitude&#8221; to specific, fixable behaviors. Identifying competencies also helps to align behaviors in your team.&nbsp;<\/li>\n<\/ul>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"the-competencies-trap-and-how-to-escape-it\"><strong>The Competencies Trap and How to Escape It<\/strong><\/h2>\n\n\n\n<p>There are too many competencies to focus on. For a dedicated role, you may find 10 competencies.&nbsp;Not all of them should be a priority for development. I advise you to focus on the top&nbsp; 3 competency gaps depending on your development focus (whether you want to develop for a promotion or maybe to develop someone to meet the fundamental requirements of his\/her role). <br><br>Besides the trap of identifying too many competencies, a recurring mistake is to not integrate competencies into your <a href=\"https:\/\/mondaysimon.com\/th\/performance-management\/\" data-type=\"post\" data-id=\"48247\">performance management<\/a> system. If you don\u2019t, you will ask people to develop themselves without any clear link to how this impacts their evaluation or their salary. Just like <a href=\"https:\/\/mondaysimon.com\/th\/kpis-and-okrs\/\" data-type=\"post\" data-id=\"48183\">KPIs and OKRs<\/a>, competencies must be assessed consistently and scored the same way.<br><br>I advise you to :&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Map the competencies for each role. Use my Custom <a href=\"https:\/\/mondaysimon.com\/th\/manager-tools-chatgpt-for-competencies\/\" data-type=\"post\" data-id=\"48109\">ChatGPT for competencies<\/a> to go fast.<\/li>\n\n\n\n<li>Focus on the gaps.<\/li>\n\n\n\n<li>Target up to 3 competency priorities&nbsp;<\/li>\n\n\n\n<li>Perform an <a href=\"https:\/\/mondaysimon.com\/th\/individual-development-plan\/\" data-type=\"post\" data-id=\"48241\">Individual <\/a>Development Plan (or IDP) according to the <a href=\"https:\/\/mondaysimon.com\/th\/70-20-10-learning-model\/\" data-type=\"post\" data-id=\"48187\">70 20 10 learning model<\/a> to bridge the gaps. You can download my <a href=\"https:\/\/simoncarvi.substack.com\/p\/my-idp-template\" target=\"_blank\" rel=\"noopener\">IDP template<\/a> here.<\/li>\n\n\n\n<li>Link the development plan to KPIs and OKRs.<\/li>\n\n\n\n<li>Review the competency development during your <a href=\"https:\/\/mondaysimon.com\/th\/one-on-one\/\" data-type=\"post\" data-id=\"48136\">one on one meetings<\/a>, every month (minimum recommended). <\/li>\n<\/ul>\n\n\n\n<p>If you are looking for additional resources to manage your team, check out my resources on the <a href=\"https:\/\/mondaysimon.com\/manager-tools\/\">Manager tools <\/a>page.<\/p>\n\n\n\n<a class=\"gb-element-f9cd74ce\" href=\"https:\/\/mondaysimon.com\/manager-development\/resources\/team-development\/\">\n<h6 class=\"gb-text-8a6aa7b2\"><span class=\"gb-shape\"><svg xmlns=\"http:\/\/www.w3.org\/2000\/svg\" fill=\"none\" viewBox=\"0 0 15 15\" height=\"15\" width=\"15\"><rect fill=\"currentColor\" transform=\"matrix(-1 0 0 1 3 0)\" rx=\"1.5\" height=\"3\" width=\"3\"><\/rect><rect fill=\"currentColor\" transform=\"matrix(-1 0 0 1 3 6)\" rx=\"1.5\" height=\"3\" width=\"3\"><\/rect><rect fill=\"currentColor\" transform=\"matrix(-1 0 0 1 3 12)\" rx=\"1.5\" height=\"3\" width=\"3\"><\/rect><rect fill=\"currentColor\" transform=\"matrix(-1 0 0 1 9 0)\" rx=\"1.5\" height=\"3\" width=\"3\"><\/rect><rect fill=\"currentColor\" transform=\"matrix(-1 0 0 1 9 6)\" rx=\"1.5\" height=\"3\" width=\"3\"><\/rect><rect fill=\"currentColor\" transform=\"matrix(-1 0 0 1 9 12)\" rx=\"1.5\" height=\"3\" width=\"3\"><\/rect><rect fill=\"currentColor\" transform=\"matrix(-1 0 0 1 15 0)\" rx=\"1.5\" height=\"3\" width=\"3\"><\/rect><rect fill=\"currentColor\" transform=\"matrix(-1 0 0 1 15 6)\" rx=\"1.5\" height=\"3\" width=\"3\"><\/rect><rect fill=\"currentColor\" transform=\"matrix(-1 0 0 1 15 12)\" rx=\"1.5\" height=\"3\" width=\"3\"><\/rect><\/svg><\/span><span class=\"gb-text\"><strong>MORE MANAGER DEVELOPMENT RESOURCES<\/strong><\/span><\/h6>\n\n\n\n<p class=\"has-accent-3-color has-text-color has-link-color wp-elements-84b22d670d01355991a4540d80bc7e8c\" style=\"font-size:18px\">This article is part of our team development resources.<\/p>\n<\/a>\n\n\n\n<div style=\"height:100px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<div class=\"gbp-section gb-element-6f94d2a3\">\n<div class=\"gbp-section__inner gb-element-411aba00\">\n<div class=\"gb-element-c49e672e\">\n<h2 class=\"gb-text\">Stay sharp for Monday<\/h2>\n\n\n\n<p class=\"gb-text gbp-section__text--lg\">Practical resources to help managers lead smarter, faster, and with confidence.<\/p>\n<\/div>\n\n\n\n<div><div class=\"gb-looper-f0393b22\">\n<div class=\"gb-loop-item post-48322 post type-post status-publish format-standard has-post-thumbnail hentry category-manager-resources\">\n<div class=\"gbp--box-shadow gb-element-e69fd716\">\n<img loading=\"lazy\" decoding=\"async\" width=\"768\" height=\"512\" alt=\"Manager reviewing probation objectives and discussing probation status with an employee.\" data-media-id=\"48379\" class=\"gbp--border-radius gb-media-97e1a150\" src=\"https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/Gemini_Generated_Image_50haz050haz050ha-768x512.jpg\" srcset=\"https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/Gemini_Generated_Image_50haz050haz050ha-768x512.jpg 768w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/Gemini_Generated_Image_50haz050haz050ha-300x200.jpg 300w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/Gemini_Generated_Image_50haz050haz050ha.jpg 1000w\" sizes=\"auto, (max-width: 768px) 100vw, 768px\" \/>\n\n\n\n<div class=\"gbp--border-radius gb-element-080af5f6\">\n<h3 class=\"gb-text gb-text-511a3e74\">Probation Objectives Made Simple: Set Clear Expectations for New Recruits<\/h3>\n\n\n\n<a class=\"gbp-button--tertiary\" href=\"https:\/\/mondaysimon.com\/th\/probation-objectives\/\"><span class=\"gb-text\">View Article<\/span><span class=\"gb-shape\"><svg viewBox=\"0 0 256 256\" height=\"32\" width=\"32\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M224.49,136.49l-72,72a12,12,0,0,1-17-17L187,140H40a12,12,0,0,1,0-24H187L135.51,64.48a12,12,0,0,1,17-17l72,72A12,12,0,0,1,224.49,136.49Z\"><\/path><\/svg><\/span><\/a>\n<\/div>\n<\/div>\n<\/div>\n\n<div class=\"gb-loop-item post-48307 post type-post status-publish format-standard has-post-thumbnail hentry category-manager-resources\">\n<div class=\"gbp--box-shadow gb-element-e69fd716\">\n<img loading=\"lazy\" decoding=\"async\" width=\"768\" height=\"768\" alt=\"Illustration of a high potential employee with strong leadership indicators and career growth.\" data-media-id=\"48370\" class=\"gbp--border-radius gb-media-97e1a150\" src=\"https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/ChatGPT-Image-Nov-14-2025-02_25_47-PM-768x768.jpg\" srcset=\"https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/ChatGPT-Image-Nov-14-2025-02_25_47-PM-768x768.jpg 768w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/ChatGPT-Image-Nov-14-2025-02_25_47-PM-300x300.jpg 300w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/ChatGPT-Image-Nov-14-2025-02_25_47-PM-150x150.jpg 150w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/ChatGPT-Image-Nov-14-2025-02_25_47-PM.jpg 1000w\" sizes=\"auto, (max-width: 768px) 100vw, 768px\" \/>\n\n\n\n<div class=\"gbp--border-radius gb-element-080af5f6\">\n<h3 class=\"gb-text gb-text-511a3e74\">High Potential Employees: How to Identify and Develop Your Future Leaders<\/h3>\n\n\n\n<a class=\"gbp-button--tertiary\" href=\"https:\/\/mondaysimon.com\/th\/high-potential-employees\/\"><span class=\"gb-text\">View Article<\/span><span class=\"gb-shape\"><svg viewBox=\"0 0 256 256\" height=\"32\" width=\"32\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M224.49,136.49l-72,72a12,12,0,0,1-17-17L187,140H40a12,12,0,0,1,0-24H187L135.51,64.48a12,12,0,0,1,17-17l72,72A12,12,0,0,1,224.49,136.49Z\"><\/path><\/svg><\/span><\/a>\n<\/div>\n<\/div>\n<\/div>\n\n<div class=\"gb-loop-item post-48168 post type-post status-publish format-standard has-post-thumbnail hentry category-manager-resources\">\n<div class=\"gbp--box-shadow gb-element-e69fd716\">\n<img loading=\"lazy\" decoding=\"async\" width=\"768\" height=\"512\" alt=\"Illustration of a poor performer slowing down team performance while others row forward, symbolizing performance management challenges\" data-media-id=\"48212\" class=\"gbp--border-radius gb-media-97e1a150\" src=\"https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/ChatGPT-Image-Nov-10-2025-05_47_07-PM-768x512.jpg\" srcset=\"https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/ChatGPT-Image-Nov-10-2025-05_47_07-PM-768x512.jpg 768w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/ChatGPT-Image-Nov-10-2025-05_47_07-PM-300x200.jpg 300w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/ChatGPT-Image-Nov-10-2025-05_47_07-PM.jpg 1000w\" sizes=\"auto, (max-width: 768px) 100vw, 768px\" \/>\n\n\n\n<div class=\"gbp--border-radius gb-element-080af5f6\">\n<h3 class=\"gb-text gb-text-511a3e74\">How to Handle a Poor Performer Effectively<\/h3>\n\n\n\n<a class=\"gbp-button--tertiary\" href=\"https:\/\/mondaysimon.com\/th\/poor-performer\/\"><span class=\"gb-text\">View Article<\/span><span class=\"gb-shape\"><svg viewBox=\"0 0 256 256\" height=\"32\" width=\"32\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M224.49,136.49l-72,72a12,12,0,0,1-17-17L187,140H40a12,12,0,0,1,0-24H187L135.51,64.48a12,12,0,0,1,17-17l72,72A12,12,0,0,1,224.49,136.49Z\"><\/path><\/svg><\/span><\/a>\n<\/div>\n<\/div>\n<\/div>\n<\/div><\/div>\n<\/div>\n<\/div>\n\n\n\n<p><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Key takeaways Competencies are part of Monday Simon Man &#8230; <a title=\"How Competencies Drive Talent Retention\" class=\"read-more\" href=\"https:\/\/mondaysimon.com\/th\/competencies\/\" aria-label=\"Read more about How Competencies Drive Talent Retention\">Read more<\/a><\/p>\n","protected":false},"author":1,"featured_media":48217,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[22],"tags":[],"class_list":["post-48193","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-manager-resources"],"_links":{"self":[{"href":"https:\/\/mondaysimon.com\/th\/wp-json\/wp\/v2\/posts\/48193","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/mondaysimon.com\/th\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/mondaysimon.com\/th\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/mondaysimon.com\/th\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/mondaysimon.com\/th\/wp-json\/wp\/v2\/comments?post=48193"}],"version-history":[{"count":17,"href":"https:\/\/mondaysimon.com\/th\/wp-json\/wp\/v2\/posts\/48193\/revisions"}],"predecessor-version":[{"id":50597,"href":"https:\/\/mondaysimon.com\/th\/wp-json\/wp\/v2\/posts\/48193\/revisions\/50597"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/mondaysimon.com\/th\/wp-json\/wp\/v2\/media\/48217"}],"wp:attachment":[{"href":"https:\/\/mondaysimon.com\/th\/wp-json\/wp\/v2\/media?parent=48193"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/mondaysimon.com\/th\/wp-json\/wp\/v2\/categories?post=48193"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/mondaysimon.com\/th\/wp-json\/wp\/v2\/tags?post=48193"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}