Purpose, Competency, and the Road to Sustainable Greatness

We’ve talked about our purpose, vision, and guiding principles over the past couple of weeks—they act as our GPS, leading us on the path ahead. That sense of alignment we get when we’re heading toward something meaningful feels right. So, where does competency fit in amid this soft stuff of identity?

To be successful, we must be competent! It is our competencies that support and complement this guidance system; it is the vehicle we choose for the journey. Does our trip require a high-performance machine built for the open highway? Or is something more durable needed, capable of handling rough terrain? If our purpose and vision are the map, then our competencies are the vehicle that makes the journey possible.

But how do we know if we’re equipped for the road ahead of us?

Too often, we learn the hard way—by breaking down, taking wrong turns, or getting stuck in the mud. But it doesn’t have to be that way.

Job Competency Fit and Our Peak Performance Core Identity

At FS/A, we apply the concept of Job Competency Fit to help individuals and teams align their roles. Job Competency Fit consists of three key components:

• Talent – the natural aptitudes we’re born with
• Skill – the abilities we’ve honed through experience and training
• Knowledge – the relevant information needed to be effective

Together, these factors determine whether someone has the assets for the journey ahead, not just in theory but in practice. We’ve found that the best way to assess Job Competency Fit is through objective metrics—measurable indicators that show progress toward the goal. These metrics eliminate ambiguity and clarify what success looks like, paving the way for a clearer path forward.

However, technical skills alone aren’t sufficient. The best results happen when our Job Competency Fit aligns with our Peak Performance Core Identity—our shared purpose, vision, and guiding principles.

One of our clients recently faced a common dilemma:
“We’re hiring for a critical role. We have two finalists—one has a strong Organizational Culture Fit but lacks the Job Competency, while the other has the competency but seems disconnected from our Guiding Principle of Trust. Whom should we choose?”

It’s a fair and familiar question. While both culture and competency are important, Culture Fit serves as the foundation for both you as an individual and your organization. Without a good culture fit, the most skilled individual can often cause turbulence. However, when the culture fit is strong, job competency can be developed over time, leading to a more sustainable team and a successful team member.

Connecting to Our Why

As we’ve observed in many organizations, people excel when they feel connected to the deeper why, and when they’re in a role that utilizes their competencies.

So, ask yourself:
• Am I, and are our people, clear  where we are going and what it will take to get there?
• Do we each have the right vehicle for the mission?
• And do we know what success looks like, not just for each of us individually, but for the team?

When we develop our teams with both cultural fit and role competency, we create the foundation for something impactful: sustainable greatness.