Don’t get me wrong–as one of the original developers of the on-line procurement competency assessment in 2004, I am still a strong advocate of the process because it provides a directional compass indicating where a team’s skill should be developed. The problem is that many companies offering training and development have limited knowledge concerning team dynamics, industry specialization and capability of the team to deliver on the mission and vision of the procurement leader.
High performing teams are comprised of individuals that have the technical procurement competency combined with these attributes:
- The ability to influence
- Effective communication skills (oral and written)
- Collaboration and relationship skills
- Intellectual comprehension
- Process skills
- Creativity and Innovation
- Drive and energy
- Curiosity and ability to test the boundaries
- Planning skills including ability to correct the course of action when necessary
- Financial thinking
In the past 25 years of coaching, mentoring and training thousands of procurement leaders, I’ve learned a few things. Personality is a key driver in performance. For example, to be effective, procurement folks should be curious and a little like the Columbo character–always questioning. The best procurement people question specifications, cost, process, geography, business requirements, supplier selections, performance and everything in-between. If you’re naturally curious, this comes easy; if you accept information as facts, questioning is a learned skill.
I have conducted face-to-face assessment centers to test for overall competence and it has been effective in recruiting. I am now working on a new model that combines technical skills with personality attributes online to help leaders build high performing teams.
Are you content with your assessment?