Translation. From generalizable to organization‐specific competence frameworks

Forms a part of a larger project aimed at developing a framework of managerial competence applicable to top teams in small – to medium‐sized enterprises in Northern Ireland. Reports on an investigation into the development of a process of“translation”, whereby cross‐company competence frameworks could be transformed into company‐specific frame‐works. A systematic,ten‐step translation process emerged, involving drawing out reactions to, and checking understanding of the generalizable frameworks,modifying framework items through additions, deletions, aggregation,disaggregation, and changes to the small print; identifying priorities;drawing out examples from practice; distinguishing actual from ideal;introducing a time dimension; challenging underlying reasoning and implications; and finally, checking the fit of the adapted frameworks. The developed translation process maintained the integrity of the generalizable frameworks while enabling full account to be taken of specific company differences. The process also served as a means of identifying individual team, and organization development issues, and laid the ground for the introduction of competence‐based management development initiatives.