How to Use the Core Competency Quadrants to Track Career Progression and Goals

I’ll preface this post with a note that you need to have a good idea of the roles and responsibilities of each level of position at your company in order for this to be effective. Quick link to the template we’ll be using: <a href="https://docs.google.com/spreadsheets/d/1vSNFA-S88RjMJEPKA1ftEljgCMozHGcJhwqiia4tsHY/edit?usp=sharing" rel="noopener ugc nofollow" target="_blank">Competency Quadrant Example Spreadsheet [MAKE A COPY]</a> <img alt="" src="https://miro.medium.com/v2/resize:fit:700/0*7WOsO9WuvejoqI8M.jpeg" style="height:467px; width:700px" /> What do I do heeeeeeeeeeere. Photo by <a href="https://unsplash.com/@nullplus?utm_source=unsplash&utm_medium=referral&utm_content=creditCopyText" rel="noopener ugc nofollow" target="_blank">Razvan Chisu</a> on <a href="https://unsplash.com/photos/Ua-agENjmI4?utm_source=unsplash&utm_medium=referral&utm_content=creditCopyText" rel="noopener ugc nofollow" target="_blank">Unsplash</a> If you’re at a newer company, get tight on what the differences look like between levels and how expectations change at each level. It will save you heaps of hassle in the future. <a href="https://betterhumans.pub/how-to-use-the-core-competency-quadrants-to-track-career-progression-and-goals-209ec9d53f69">Visit Now</a>