When thoughtfully designed and instilled with rigor, Certifications provide tangible evidence of skill achievement.
They represent a proof of proficiency that is both a source of pride and a recognition of critical experience, skill, and knowledge.
Certifications confirm to others that a team member has achieved a higher standard of competence and can be counted upon to use their advanced skills to the advantage of the team.
It’s no surprise that many industries, disciplines, and fields promote external Certifications through which team members can prove their commitment and skillfulness.
While the value and substance of such sanctioned Certifications may vary widely, most agree that once attained, exacting Certifications can accelerate career growth, help to attract choice assignments, and lead to increased responsibilities.
Many organizations and teams rely on industry bodies and boards to design, measure, and award Certifications based upon a loosely agreed set of skill demonstrations, experiences, and knowledge displays. Most take months or even years of dedicated work to achieve.
When everyone believes the Certification process is demanding and accurate, the value of the endorsement can carry a tremendous weight in credibility.
Unfortunately, many roles, positions, and job functions lack an external certifying body and leave team members without the ability to showcase their skills.
The good news is that savvy leaders can create their own, sometimes with even more value than external accreditations.
Any role, function, job, position, or commission that shares a core set of distinctive skills is ripe for internal Certification.
The steps to create an internal Certification are straightforward. To begin the design process, those who are considered masters in the role can help to identify the core skills and practices that define high competence.
The critical experiences underlying their success and the special acumen they rely upon can be added to these skills to provide an outline for Certification.
Once the ingredients have been identified, the process and timeline for demonstration, measurement, and execution can be crafted to suit the needs of the organization or team.
The more complete the skill set and the more rigorous the process, the more likely the Certification will become a source of pride and proof of mastery.
Leaders who provide the opportunity to achieve internal Certifications help people to differentiate and showcase their skills and prepare them for the future.
In the best cases, skill Certification demonstrates a higher degree of commitment and motivation, highlighting for leaders which team members are focused on career growth.
But the real benefit is enjoyed by team members. By engaging in the Certification process and attaining its endorsement, they achieve a personal satisfaction that energizes their learning and commitment to improve.
If roles on your team don’t have an external Certification that provides these advantages, consider creating an internal one. Skill validation has always been among the essential predictors of job satisfaction.
Give team members the opportunity to achieve a stamp of approval for their skills and knowledge, and watch how they engage differently.
Oddly enough, Certification creates as much self-recognition as it offers social proof.
