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Using the Technical, Behavioural, Knowledge (TBK) Approach for Capability and Skill Development

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. Whether for technical, managerial, or leadership roles, integrating TBK into learning and development, talent management, and career progression frameworks helps develop well-rounded individuals capable of addressing complex challenges with both technical and domain expertise and the right behavioural approach.

This chapter offers an in-depth look at applying the TBK approach to skill development.

Understanding the Multi-Faceted Nature of Competence

Definition:

  • Technical Skills: These are the 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. Technical skills often serve as the foundational expertise for a role – what an early career practitioner will focus on.
  • Behavioural Attributes: Often referred to as soft skills, these encompass personal attributes, interpersonal skills, and behaviours that influence how individuals interact and perform within a team or organisation. Examples include communication, teamwork, adaptability, emotional intelligence, and leadership. Behavioural skills are critical for collaboration and creating a positive workplace culture.
  • Knowledge of Domain: This is the 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). It serves as the contextual backbone that supports the application of technical and behavioural skills in real-world scenarios.

Application Example:

  • IT Specialist: A software developer may be an expert in coding languages like Python and/or JavaScript. However, their knowledge of the evolving technical and regulatory environment and ability to work within a development team, articulate technical challenges to non-technical stakeholders, and contribute to collaborative problem-solving typically defines their overall effectiveness in the role.

Development Strategy:

  • Assess current levels of domain knowledge, as well as technical and behavioural competencies.
  • Create role-specific TBK profiles that outline the necessary balance of domain knowledge, technical skills, and behavioural attributes for success.

Applying TBK Across Career Stages

As employees move through different stages of their careers, the balance of TBK shifts:

Entry-Level Roles:

Focus: Mastery of technical skills and foundational domain knowledge.

Example: A junior analyst must be proficient in tools (e.g. M365, SQL, or data visualisation software) but basic teamwork and communication skills are also essential. They will be building their knowledge about the operating environment.

Mid-Level Roles:

Focus: A balanced mix of technical expertise and behavioural skills such as project management, influencing, and negotiation, with a solid knowledge of the operating environment.

Example: A product manager needs a deep understanding of product design while also managing stakeholder relationships and leading cross-functional teams, and a solid knowledge of the competitive landscape and organisational direction.

Senior and Leadership Roles:

Focus: Strong behavioural skills with a foundational understanding of the technical aspects and deep knowledge of the domain.

Example: A C-suite leader should maintain high-level technical awareness but focus on developing their behaviours and domain knowledge to set and deliver strategic vision, leadership, and change management.

Development Strategy:

  • Develop tailored learning pathways that adjust the TBK focus as employees move through career stages, ensuring they build the right competencies for future roles.

Integrating TBK into Learning and Development Programs

Purpose: Build technical expertise, behavioural competence, and domain specific knowledge through a blended approach that leverages different training methodologies.

Approach:

Technical Training:

  • Workshops, technical certifications, hands-on labs, and scenario-based learning.
  • Example: A marketing professional might undergo training in data analytics or digital marketing tools.

Behavioural Training:

  • Leadership courses, conflict resolution workshops, and coaching sessions.
  • Example: Project managers might participate in workshops on emotional intelligence and stakeholder management.

Knowledge Development:

  • Industry conferences, professional reading, cross-departmental projects, and mentorship programs to deepen subject matter expertise.
  • Example: A financial analyst might enhance their knowledge by attending seminars on market trends or reading case studies on financial modelling best practices.

Tools:

  • Blended Learning Platforms: Use platforms that combine e-learning, in-person workshops, and mentorship programs to address technical, behavioural and domain knowledge competencies.
  • Interactive Role-Playing: Create role-play scenarios where employees practice applying technical knowledge while navigating behavioural challenges, such as negotiating with a client or leading a team meeting.
  • Mentoring: Create opportunities for subject matter expert (SME) staff to share their domain knowledge across teams and disciplines.

Measuring TBK Effectively

For comprehensive capability assessment, integrate technical, behavioural, and knowledge capability evaluation methods.

Technical Assessments:

  • Certifications and Practical Tests: Use coding tests, software simulations, or case-based exercises to validate technical proficiency. Some frameworks and tools (including SFIA and TalentJam) allow for self-certification against specific skills.
  • Project Reviews: Evaluate past projects to assess technical problem-solving and innovation.

Behavioural Assessments:

  • 360-Degree Feedback: Gather insights from peers, subordinates, and supervisors on teamwork, leadership, and communication.
  • Simulations and Role-Plays: Use scenarios that test behavioural responses, such as crisis management exercises or conflict resolution role-plays.
  • Behavioural Interviews: Structured interviews focusing on real-life situations (e.g. "Describe a time when you had to influence a resistant team member").

Knowledge Assessments:

  • Case Studies and Presentations: Evaluate understanding of industry concepts and strategic thinking by having candidates analyse case studies and present solutions.
  • Knowledge Quizzes and Tests: Use written or digital tests to assess familiarity with key theories, processes, or industry standards.
  • Discussion Panels: Engage individuals in group discussions on relevant topics to assess depth of understanding and ability to articulate insights.
  • Portfolio Reviews: Analyse published or internal reports, research, or thought leadership pieces to gauge subject matter expertise.

 

Example: A supply chain manager might be asked to present a strategy for mitigating risks in global logistics based on current industry trends.

Outcome:

  • Create a comprehensive TBK scorecard for each employee, mapping technical, behavioural, and domain knowledge specific competencies to role-specific expectations and performance.

Using TBK for Career Pathway Design and Talent Development

Purpose: Design career pathways that reflect the evolving nature of technical, behavioural, and knowledge competencies required for each role.

Approach:

  • Create Role-Based TBK Profiles: For each role, outline the key technical, behavioural, and knowledge competencies needed. Include proficiency levels for each competency, from basic to advanced. If basing this on an existing framework, use their levels/scale.
  • Career Pathway Mapping: Define how TBK shifts as employees progress from one role to another.
  • Example: A data analyst might start with a focus on technical skills like data modelling and then move toward leadership and strategic communication skills as they transition to a data strategy role.
  • Gap Analysis and Development Plans: Regularly perform TBK assessments to identify skill gaps and create personalised development plans that target specific competencies.
  • Succession Planning: Use TBK profiles to identify future leaders. Assess candidates on their ability to balance technical and domain specific understanding with leadership, strategic vision, and communication.

Fostering Collaboration and Innovation through TBK

In many organisations, technical professionals often struggle to communicate effectively with non-technical stakeholders or to work across disciplines. TBK helps bridge this gap by focusing on behavioural skills that support technical excellence.

Development Strategy:

  • Technical-to-Non-Technical Training: Offer training on how to translate complex technical ideas into simple, non-technical language.
  • Cross-Functional Projects: Assign employees to projects that require them to work with teams from other departments, fostering collaboration and broadening their perspective.
  • Mentorship Programs: Pair technical experts with behavioural and/or domain expert mentors (and vice versa) to encourage the development of a well-rounded skill set.

Outcome:

  • Increased collaboration, reduced silos, and a more innovative, cohesive organisation.

Examples of TBK in Action

Example 1: Project Management

  • Technical Skills: Mastery of project management methodologies such as Agile, Scrum, and Waterfall, as well as proficiency in project management tools like MS Project, Jira, or Trello.
  • Behavioural Competence: Strong skills in stakeholder engagement, conflict resolution, team leadership, and effective communication to ensure alignment and collaboration.
  • Domain Knowledge: Understanding of industry-specific challenges and trends, such as regulatory requirements, market dynamics, or sector-specific best practices, to ensure project relevance and success.
  • Example: A project manager might take a certification course in Agile (technical) and a workshop on stakeholder communication (behavioural) and review the relevant regulatory documentation (knowledge).

Example 2: Cybersecurity

  • Technical Skills: Expertise in network security, threat detection, penetration testing, incident response, and compliance standards like GDPR and ISO 27001.
  • Behavioural Competence: Strong decision-making under pressure, strategic communication with executives, and proactive risk assessment to anticipate and mitigate potential threats.
  • Domain Knowledge: In-depth understanding of emerging cyber threats, industry-specific vulnerabilities, and the broader legal and ethical considerations surrounding data security and privacy.

 

Example: Training in threat detection software (technical) paired with crisis management simulations (behavioural) and joining sector-specific cyber-security working groups (knowledge).

Example 3: Product Development

  • Technical Skills: Proficiency in product design, prototyping, customer research, and tools like CAD software or user-testing platforms. Expertise in methodologies such as Design Thinking and Agile product management.
  • Behavioural Competence: Empathy to understand user needs, strong leadership for managing cross-functional teams, and the ability to influence stakeholders to align on product vision and priorities.
  • Domain Knowledge: Comprehensive insight into market trends, competitive landscapes, and regulatory considerations specific to the industry, ensuring the product aligns with customer expectations and business goals.

 

Example: Product management courses (technical) combined with customer empathy and negotiation training (behavioural) and attending tradeshows (knowledge).