The 4 Stages of Competence: What Are They & Why They Are Important

The 4 stages of competence learning model is an ideology that relates to the psychological states of an individual when progressing a skill from incompetence to competence. Alternatively, some academics refer to the model as the 'Stages of Learning'. The model can be seen below:

In this blog we will elaborate on each stage of the model before explaining why the model is so important and can be used practically for most of us.

Unconscious Incompetence

Unconscious incompetence, a phrase that is commonly described as 'ignorance', is when an individual does not recognise that they are missing a skill. They are 'unconsciously incompetent' that they are missing that skill. This is the first stage of learning. For example, a new-born baby cannot walk and does not recognise walking as a skill yet - they are unconsciously incompetent.

We must accept that there will always be an element of unconscious incompetence in all of us, both in our working and private lives. Life is dynamic, ever-changing, and ultimately we must be too. This never ending cycle of change and learning means we must learn new skills throughout life. There are skills that we need to develop, we just don't know it yet.

Conscious Incompetence

As its name would suggest, conscious incompetence is where an individual now realises they are incompetent at a skill. To illustrate, one may recognise they cannot cook steak before they attempt to. They are consciously aware they are incompetent at the skill prior to exercising that skill.

This stage presents a vital decision for the individual. They are aware of their incompetence, and therefore must decide between continuing to develop the skill or giving up. Conscious incompetence can be demoralising for many, leaving people feeling like they can never develop their skill to conscious competence.

Conscious Competence

At this stage, the individual now has the ability to perform a skill competently. The catch is, however, that they must always be consciously aware when performing it. For example, a consciously competent driver will be able to get from one destination to another safely at a consistent rate - but they must always be very conscious when driving. Each step of the drive would be thought-out, extra time will be taken when performing, and constant practice is necessary in order to remain competent at the skill.

Unconscious Competence

When an individual reaches unconscious competence, they are now at a level where a skill can be performed competently without the individual needing to think about it. Take the previous example - the driver now can consistently drive from one destination to another safely with minimal thought. The skill has become second nature to them.

Why The Model is Important

So what is the model telling us? Well, it argues that some employees that have low competence can be overly confident in themselves. They believe that they are amazing at their job, that they have every necessary skillset, and that everything they do is correct. Of course, this is not true. They are unaware that they are not that competent.

The model has been widely used by coaches and trainers for clients/students. It acts as a platform whereby the learner can be allocated into one of the four levels, enhancing the teacher's knowledge of the learner's current level of competence. Enabling coaches and trainers to have an enhanced pool of knowledge in relation to an individual's current level subsequently allows the teacher to perform better - ultimately leading to an increased level of learning. Additionally, this can lead to swifter journeys for leaners from unconscious incompetence to unconscious competence.

Another reason the model is important is that people can use it to reflect. When one uses the model, they may think about a certain skillset. For example, communication skills. This thought process may enable them to realise 'Now that I think about it, my verbal communication skills are pretty bad'. They may move from unconscious incompetence to conscious incompetence. By doing so, they begin the cycle of learning and development. Therefore, actively using the model can enable oneself to develop at a more efficient rate.

So what are your thoughts? Do you like the model? We sure do. If you enjoyed this blog considering subscribing to our mailing list and never miss a new one. Thank you!