Climbing the Ladder of Competence: Building Effective Learning Journeys

Author: Chantelle van den Heever

Understanding how individuals progress from incompetence to mastery is crucial in learning and development. The “Four Stages of Competence,” also known as the “Conscious Competence Ladder,” provides a robust framework for designing learning initiatives that genuinely make a difference.

This model, which has its roots in Martin M. Broadwell and Noel Burch’s work, highlights the psychological states involved in acquiring new skills. Let’s explore these stages and how learning journeys can be structured to help individuals climb this ladder effectively.

The Four Stages of Competence

  1. Unconscious Incompetence: At this initial stage, individuals are unaware of their lack of skill or knowledge. They do not know what they do not know, often called the “ignorance is bliss” stage. There’s a complete lack of awareness regarding the deficiency in their skills or knowledge and no conscious recognition of the need to learn. This stage is characterised by a lack of awareness and understanding that there is a gap to be filled.
  2. Conscious Incompetence: Here, individuals become aware of their lack of skill or knowledge. They recognise the deficit and the value of acquiring the new skill but have not yet learned how to perform it. This stage is marked by an awareness of the skill or knowledge gap and an understanding of the importance of gaining competence. It can be a frustrating phase as individuals realise the extent of their incompetence and the journey ahead to achieve competence.
  3. Conscious Competence: At this stage, individuals have learned the skill or knowledge but still need to concentrate and work hard to perform the skill correctly. Performing the skill or recalling the knowledge requires conscious effort and deliberate practice. This stage is characterised by the ability to perform the skill correctly, albeit with a need for focus and conscious effort. Continued practice is essential to move towards mastery and ease.
  4. Unconscious Competence: In the final stage, the skill or knowledge becomes second nature. Individuals can perform the skill effortlessly and without conscious thought, as it has become a habit. This stage is characterised by the ability to perform the skill easily and without conscious effort. The skill is so ingrained that the individual may find it challenging to explain it to others, as it has become an automatic process.

Applying the Model in Learning Initiatives
To effectively build learning journeys that help individuals climb the ladder of competence, training programs and support mechanisms must be tailored to the specific needs at each stage. Here’s how this can be done:

The Evolution of the Competence Model
The “Four Stages of Competence” model has a rich history, with contributions from Martin M. Broadwell and Noel Burch. Broadwell’s “Four Levels of Teaching,” introduced in 1969, laid the groundwork by describing stages teachers go through in their teaching abilities, which parallel the stages learners go through in acquiring skills. In the 1970s, Noel Burch refined and popularised the model in its current form, focusing specifically on the learning process.

By acknowledging and addressing each stage of the competence ladder, learning initiatives can be designed to support individuals and organisations in their journey from incompetence to mastery. This approach enhances skill acquisition and fosters a culture of continuous learning and improvement.

Incorporating the “Four Stages of Competence” into your learning and development strategies ensures a structured, supportive, and effective approach to skill acquisition. By understanding and leveraging this model, you can create learning journeys that help individuals climb the ladder of competence from unconscious incompetence to unconscious competence. Embrace this framework to build robust training programs that drive real, lasting change and empower learners to achieve their full potential.


Ready to transform your learning initiatives? Contact Chantelle van den Heever or Nadia Leonard today to discover how we design tailored learning journeys that address every stage of the competence ladder. Let’s collaborate to elevate your team’s skills and drive impactful, lasting change.

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