Ability
Ability is natural orientation. It describes what appears to come more naturally in how someone tends to approach creating value.
A HUMAN ABILITY INTELLIGENCE METHODOLOGY
Human Ability Intelligence
What is often harder to see
Organisations can usually see what people have done, what they have learned and what roles they have held.
What is often harder to see is the kind of Ability they naturally tend to bring to the work in front of them.
Staffability™ is being developed as a Human Ability Intelligence Methodology designed to explore that pattern and make it more visible.
Ability is not the whole person
Staffability does not attempt to reduce a person to a label.
The Staffability Index™ is designed to produce four independent Ability scores. Together, those four scores create a broader profile of how different forms of Ability appear within the same person.
Where one Ability is sufficiently differentiated, the profile may identify a Primary Ability™. Where the pattern does not justify that conclusion, Staffability does not manufacture a false winner.
Ability is different from Capability
Capability
Capability is developed capacity. People learn, practise, adapt and build the capacity to perform work that may or may not align with their strongest natural Ability orientation.
Competence
Competence is demonstrated performance. It requires evidence of what someone can actually do to an appropriate standard. A high Ability score does not by itself prove Competence. A lower Ability score does not mean someone cannot become highly capable.
A different question
The purpose is not to decide what someone is allowed to become. It is to create a clearer language for understanding how Ability may naturally show up in the way people approach creating value.
What Ability do you naturally bring to the problems an organisation needs solved?