The Technical, Behavioural, Knowledge (TBK) model highlights the multi-faceted nature of the competencies required for professionals to thrive in their roles. This approach goes beyond technical proficiency to encompass domain knowledge, and the behavioural skills needed to effectively implement and communicate that knowledge.
Understanding the Multi-Faceted Nature of Competence
- Technical Skills: Specialised, role-specific abilities required to perform certain tasks or functions effectively. They are typically measurable, teachable, and directly related to tools, technologies, or processes. Examples include coding, data analysis, project management, and operating machinery.
- Behavioural Attributes: Often referred to as soft skills, these encompass personal attributes, interpersonal skills, and behaviours that influence how individuals interact and perform. Examples include communication, teamwork, adaptability, emotional intelligence, and leadership.
- Knowledge of Domain: Domain-specific understanding and awareness of context, concepts, systems, or industries relevant to a role. Knowledge can be theoretical (e.g. understanding business strategy) or practical (e.g. familiarity with compliance regulations).
Applying TBK Across Career Stages
As employees move through different stages of their careers, the balance of TBK shifts:
Entry-Level Roles
Focus on mastery of technical skills and foundational domain knowledge. A junior analyst must be proficient in tools but basic teamwork and communication skills are also essential.
Mid-Level Roles
A balanced mix of technical expertise and behavioural skills such as project management, influencing, and negotiation, with solid knowledge of the operating environment.
Senior and Leadership Roles
Strong behavioural skills with a foundational understanding of the technical aspects and deep knowledge of the domain. A C-suite leader should maintain high-level technical awareness but focus on delivering strategic vision, leadership, and change management.
Integrating TBK into Learning and Development Programs
- Technical Training: Workshops, technical certifications, hands-on labs, and scenario-based learning.
- Behavioural Training: Leadership courses, conflict resolution workshops, and coaching sessions.
- Knowledge Development: Industry conferences, professional reading, cross-departmental projects, and mentorship programs.
Measuring TBK Effectively
- Technical Assessments: Certifications, practical tests, and project reviews.
- Behavioural Assessments: 360-degree feedback, simulations, and behavioural interviews.
- Knowledge Assessments: Case studies, presentations, knowledge quizzes, discussion panels, and portfolio reviews.
Using TBK for Career Pathway Design
- Create Role-Based TBK Profiles: For each role, outline the key technical, behavioural, and knowledge competencies needed with proficiency levels.
- Career Pathway Mapping: Define how TBK shifts as employees progress from one role to another.
- Gap Analysis and Development Plans: Regularly perform TBK assessments to identify skill gaps and create personalised development plans.
- Succession Planning: Use TBK profiles to identify future leaders.
Examples of TBK in Action
Project Management
- Technical: Agile, Scrum, and Waterfall methodologies; MS Project, Jira, or Trello.
- Behavioural: Strong stakeholder engagement, conflict resolution, team leadership.
- Knowledge: Understanding of industry-specific challenges, regulatory requirements, and market dynamics.
Cybersecurity
- Technical: Network security, threat detection, penetration testing, incident response.
- Behavioural: Decision-making under pressure, strategic communication with executives.
- Knowledge: Understanding of emerging cyber threats, industry vulnerabilities, and legal considerations.