Mickie Rops Consulting

Next panel up at the NOCA Credentialing Leadership Forum: Denise Fandel, Board of Certification; Lenora Knapp, Knapp Associates International; Chris Smith, LERN

They suggested the following as influences on the growth of credentialing (disclaimer:  more were discussed than listed here, but, hey, I just can't type that fast.)

• Rapid pace of change in the workplace. Scope of knowledge and skills is more broad and the lifespan is shorter.
• Greater recognition of certification by the public. 
• Shift of the purpose of credentialing from just protection of the public to advancing the profession.  (I'm not sure I agree with this one.  This isn't a new shift.  Yes, healthcare credentialing has traditionally been focused on public protection, yet many other segments have had industry/profession-focused certification programs for decades.)
• Greater need for skilled labor in other parts of the world, and the need for ways to identify them.
• Technology is making it easier to develop certification programs, to market them, and for individuals to apply for them.
• We are on the cusp of a strong demograhic shift.  Boomers leaving the workforce, and leaving a shortage of qualified workers.

Some implications of the growth of credentialing discussed were:

• Prevalence of certification has made braindumps lucrative...and this is impacting the perceived value of certification.
• Environment is becoming more competitive - from legitimate or non-legitimate (diploma mills) and outside of U.S. borders (other countries certifying U.S. individuals).
• More informed consumers are asking more questions of us. They have more options.  They are demanding more. 
• More competition plus more informed consumers means they are going to be asking for proof of what we are promising.
• Perishable just-in-time credentials (developed quickly and disposed of when no longer needed) are being developed.

Chris focused on the impact of generational transitions and the fact that the Boomers are retiring and questioned whether we are prepared for this to happen.  What do the new generations look like?  What will they value?  He thinks ROI.  Chris stressed that we've got to start paying attention to the young population (Les Wallace indicated earlier that >1/2 of the population is <25 years old). So, Chris suggests we all get the younger generations involved.  I take a look around the room.  Some Gen Xers present (myself included) but I don't believe any Millenials were.  This has to change.  We can't keep talking about them; we need to include them in the discussions.

Here at the NOCA Credentialing Leadership Forum, Robert Pedigo from Castle Worldwide and Paul Grace from the National Board for Certification in Occupational Therapy make the following points about the challenges of international credentialing:

America has a testing culture that differs from other parts of the world.  Europe, for example, has an established guild system and in general Europeans are not very trusting of a test's ability to verify knowledge and skills. 

Data privacy laws are very different elsewhere than in U.S. so operationalizing an international certifying system is challenging. 

Differing culture norms create additional challenges.  In some parts of the world it is not unethical to share test questions, for example.

Certification marks are challenging to control internationally. 

It's difficult to establish foreign equivalency of educational experiences.

Their key advice was to do your homework.  Talk with others who have navigated international credentialing with the same geographical region as you are investigating.  Also, be sure to get legal counsel experienced in international affairs. 

Interestingly, there was little to no discussion of the opportunities in international credentialing.  Assumed, perhaps?  

Here is how we are starting the day, with a Keynote from Dr. Les Wallace.  He begins with his work on identifying the challenges of 21st century leadership.  Here's the thought: leaders don't have to do everything--they are the driving engine to empower people around them to lead.  This sets the context. The day will include panel presentations and workshop discussions.

Competencies and commitments for leadership include:  help others be successful; ability to develop other people; help people to anticipate the future of their work; help orgnaizations to remain vibrant; help others adapt to transformation of their organizations.

Les is on the mark with these competencies of leadership for certification and credentialing organizations.  Traits of leadership have a huge impact on the shape of governance and the shape of the future of the organization.

Risks we face in leadership are taking old solutions and applying them  to new problems.   Themes through the day will require different thinking about the "value promise" we offer to our constituents.

Key question for certification boards is: How to recruit leadership and groom the type of leader that can lead, and can make an impact on the organization that continues to inspire leadership?  What are the strategies for develping a volunteer governing body that can lead?  What are the traits of the leaders that certification bodies need, and how do you identify them?

Questions you may ask, per Dr. Wallace include:

Who am I / Who are we?

What's leadership?

How well am I / Are we leading?

What is your leadership succession plan?

Note: Leadership is not technical competency, yet's that's what most certification bodies depend on technical competence.  Why is this?  According to Dr. Wallace, current governance models may not serve the needs of certification organizations in the future (or of associations, in general).  The job of leadership is transformation, not rescue.  So, where does the CEO of a certification board and the volunteer leadership fit into this, and how do they begin to tranform themselves?

What are your thoughts and experiences? 

This message is from Christine Niero, Professional Testing, Inc.