Workforce Competencies and Frameworks at Xerox and J&J

Eric Marquette

Today, we have a discussion about Workforce competencies at Xerox and how these are about to take a leap forward! Our Senior Leadership Team at Xerox will be work-shopping this topic so Sarah, how can we help prepare the team?

Sarah AI Sales Professional

So, when we talk about workforce development, there’s this buzzword—competencies. But have we stopped to really, I mean, really think about what that means? A competency isn't just a skill. It's a mix. It's knowledge, skills, behaviors, attitudes—all blended together to actually perform a job effectively. That’s where it gets exciting because, Eric, that's where core competencies come in and we want our Senior Leaders to consider this at our workshop.

Eric Marquette

Right, and let’s unpack that because I think some folks attending might confuse competencies with skills. Skills are incredibly specific, like coding or designing graphics, right? But competencies take it further. They include the skills, sure, but also behaviors—like active listening during communication or understanding someone’s emotions. It paints... well, a fuller picture of effectiveness in a role.

Sarah AI Sales Professional

Exactly! With "effective communication," it’s not just about talking clearly. It’s also being able to, pick up on cues, adjust tone depending on the situation, and listen actively—basically, all the things that make communication work in real life. And in businesses like Xerox? We are leveraging core competencies like innovation or problem-solving to, actually align with our Reinvention goals. It's about adaptability and staying sharp in this crazy-fast-changing business world.

Eric Marquette

It’s interesting you mention that alignment because I think it’s really critical to highlight the connection between core competencies and longer-term strategic goals. Like our design at Xerox, competencies aren't just nice-to-have—they are the foundation for driving high performance. And when a company identifies its unique core competencies—say, emphasis on creativity or deep problem analysis—it keeps the workforce future-ready. But there’s more to it, right?

Sarah AI Sales Professional

You’re absolutely right—there’s the framework, the structure! This is where things like proficiency levels come in: elementary, competent, experienced, expert, and master. Each level shows how someone’s capabilities progress. Add to that skill tags, preconditions, certifications...

Eric Marquette

...and you have a really targeted roadmap for development. That structure means businesses can identify gaps and offer clear learning pathways, whether it’s through formal training or mentorship. Plus, certifications, whether internal or external, validate what someone can do and separates, if you will, potential from proven mastery.

Sarah AI Sales Professional

And that validation feeds back into business strategy, aligning individual growth with organizational goals. That’s, like, how true transformation happens.

Sarah AI Sales Professional

So, we’ve explored how competencies blend skills, behaviors, and attitudes to drive real impact in the workplace. Now let’s take that a step further—how do you actually map and align all those elements with a company’s strategic goals? That’s where our skills taxonomy comes into play. Think of it as a structured language—a framework that categorizes and organizes skills in a way that’s laser-focused on both present needs and future opportunities for businesses.

Eric Marquette

I like how you phrased that—“hyper-focused.” It’s an intentional structure, isn’t it? A skills taxonomy takes that broad ocean of individual talents and creates, well, almost a map. It gets businesses to see not just the skills their people have, but how those skills connect to bigger objectives like innovation or , our Xerox Reinvention.

Sarah AI Sales Professional

Exactly! And—here’s the really game-changing part—companies that get it right, like, let's say, Johnson and Johnson, use AI to supercharge how they apply these taxonomies. They’re not just listing skills. They’re integrating AI to identify gaps in their workforce, figuring things out like, “Hey, are we staffed to meet our goals in two years?” That’s proactive workforce planning at its best.

Eric Marquette

Yeah, the use of AI shows a big shift. It’s not just about plugging holes in skill sets—it’s about future-proofing. If you know where the gaps are ahead of time, you can make smarter decisions in hiring and development. That kind of insight changes the game entirely, don’t you think?

Sarah AI Sales Professional

Oh, 100%. And it’s not just about filling gaps—it’s about cultural alignment too! When companies build competencies into their taxonomy, they’re looking at the whole picture: skills, yes, but also if someone’s going to thrive within the company culture for the long haul.

Eric Marquette

I love that because it shifts the focus from quick fixes to longer-term retention and growth. It’s not just, “Can they do the job today?” It’s, “Will they thrive here five years from now?” Combining that cultural alignment with clear skill pathways creates employees who are engaged and prepared to succeed.

Sarah AI Sales Professional

And when engagement and preparation line up? That’s when companies really lean into transformation. It’s like setting the groundwork for something bigger.

Sarah AI Sales Professional

Exactly, when that groundwork is set, companies can move to action. So, let’s look at how these ideas play out in real-world planning. Imagine a team strategically laying out their skill development plan. They’re not just aligning to departmental outcomes—they’re asking, “What specific competencies will propel us forward?” That’s the beauty of a structured competency framework—it’s actionable and directly tied to results.

Eric Marquette

Right, and what’s really powerful is how this approach links to the bigger picture. For example, by aligning team competencies with broader business objectives, you create this seamless connection between individual growth and organizational impact. It’s like building a bridge between where the team is now and where they need to go—strategically and skillfully.

Sarah AI Sales Professional

Exactly! And that bridge? and guess what?, It’s built in to the new Xerox Learning Central platform! This isn’t just another Learning Management System, —it’s a game-changer. It’s personalized learning baked right into the Xerox culture. Employees aren’t just checking boxes—they’re actually leveling up in a way that benefits both them and the business. Plus, it’s launching in March 2025, which means teams can start taking advantage of these tailored learning experiences really soon, and our SLT are being engaged now !

Eric Marquette

But here’s the thing—it can’t succeed in isolation. Engaging leadership, and specifically the Senior Leadership Team, is absolutely critical. Their role isn’t just as stakeholders but as champions of this initiative. By being actively involved, providing insights, and shaping the framework, they position this rollout for long-term success.

Sarah AI Sales Professional

Totally. Leadership sets the tone, right? And with their support, we can promote a culture where ethical integrity and trust are non-negotiable. That’s how you drive not just continuous improvement but real engagement. Because let’s be real—if your employees don’t trust the system, they’re not going to buy into it.

Eric Marquette

And trust isn’t something that happens overnight. It’s cultivated—through transparency, ethical practices, and showing employees that this isn’t just another corporate initiative. It’s a genuine investment in their futures, their growth, and their success as part of a larger mission.

Sarah AI Sales Professional

Couldn’t have said it better myself. This is about transformation, yes, but it’s also about connection. Aligning competencies with real-world outcomes, engaging leadership at every step, and fostering a culture of trust. That’s the trifecta for long-lasting impact and innovation.

Eric Marquette

And on that note—we’ve covered a lot: from defining competencies, to building frameworks, to implementation strategy and leadership’s role. I think it’s clear that this isn’t just about checking a box. It’s a foundational shift for businesses like Xerox.

Sarah AI Sales Professional

Absolutely. And it’s been such a great conversation to unpack all of this with you. For now, that is it, now our listeners can take a break or move straight in to what we want them to consider during the SLT workshop.