Developing Competencies
Developing Competencies in the fashion domain refers to the process of acquiring, enhancing, and nurturing the skills and competencies required to create a compelling value proposition. It involves identifying the key skills and knowledge gaps within an organization or ecosystem and implementing strategies to develop those competencies.
Identifying required competencies
The first step in developing competencies is to identify the specific skills and knowledge areas that are crucial for creating the value proposition in the fashion domain. This could include expertise in design, trend analysis, sustainability, supply chain management, marketing, digital technologies, or any other relevant areas. By understanding the specific competencies needed, organizations can focus their efforts on developing the right skill sets.
Assessing current competencies
Once the required competencies are identified, it is important to assess the existing competencies within the organization or ecosystem. This evaluation helps identify the strengths and weaknesses, areas that require improvement, and any skill gaps that need to be addressed. The assessment can be done through surveys, interviews, performance evaluations, or skill assessments.
Training and development programs
To develop competencies, organizations can implement various training and development programs. This can include both internal and external training initiatives, such as workshops, seminars, courses, certifications, mentorship programs, or collaborations with educational institutions. These programs help individuals enhance their knowledge, skills, and expertise in the specific areas relevant to the fashion domain.
On-the-job learning and experience
Alongside formal training, on-the-job learning and experience play a significant role in developing competencies in the fashion domain. Providing employees with opportunities to work on challenging projects, cross-functional collaborations, or exposure to different aspects of the fashion industry helps them gain practical skills and hands-on experience. This can be achieved through job rotations, internships, apprenticeships, or project-based assignments.
Knowledge sharing and collaboration
Developing competencies in the fashion domain can be accelerated through knowledge sharing and collaboration. Creating platforms and opportunities for employees, experts, and stakeholders to exchange ideas, best practices, and industry insights fosters continuous learning and development. This can be facilitated through internal networks, industry forums, conferences, or partnerships with external organizations.
Continuous learning culture
To sustain the development of competencies, organizations should foster a culture of continuous learning. Encouraging employees to pursue ongoing professional development, providing access to learning resources, and supporting initiatives like attending conferences or participating in industry events helps individuals stay updated with the latest trends, technologies, and practices in the fashion domain.
Performance management and feedback
Effective performance management systems and regular feedback mechanisms contribute to the development of competencies. Providing constructive feedback, setting performance goals, and aligning individual development plans with organizational objectives creates a framework for individuals to track their progress and work towards improving their competencies.
By focusing on developing competencies in the fashion domain, organizations can ensure they have the necessary skills, knowledge, and expertise to create a compelling value proposition. This enables them to stay competitive, adapt to changing industry dynamics, and meet the evolving needs and expectations of customers in the fashion industry.
Case studies
LVMH – Institut des Métiers d’Excellence (IME)
LVMH’s Institut des Métiers d’Excellence (IME) is a vocational training programme that develops craftsmanship, retail, and creative skills across its fashion and luxury houses. It combines formal education with paid apprenticeships in ateliers and boutiques, ensuring transmission of métier-specific competencies and employability in the fashion ecosystem.
Project link
Inditex – People development and training programmes
Inditex, the parent company of brands such as Zara and Massimo Dutti, runs extensive internal training and talent development programmes for store staff, designers, buyers, and logistics teams. These programmes focus on fast trend response, digital capabilities, sustainability and circularity, and end-to-end value-chain understanding, systematically building competencies needed for its agile fashion system.
Project link
Global Fashion Agenda – Circular Design Training
Global Fashion Agenda’s Circular Design Training supports brands and designers in developing competencies for circular product and system design. Through structured learning modules, case work, and tools, the programme builds skills in circular business models, material choices, design for longevity, and end-of-life strategies, directly targeting capability gaps around circular fashion.
Project link
Fashion for Good – Educational and innovation programmes
Fashion for Good operates an innovation platform and museum in Amsterdam that offers guided programmes, exhibitions, and toolkits focused on sustainable and circular fashion. Its activities support competency development among students, professionals, and start-ups by translating emerging technologies and business models into accessible learning experiences and experimentation.
Project link
Fashion Revolution – Education and citizen competency building
Fashion Revolution develops open educational resources, curricula, and campaigns (such as “Who Made My Clothes?”) that build competencies in critical thinking, transparency, and responsible fashion engagement among students and citizens. By linking activism, pedagogy, and industry critique, it helps learners develop knowledge and skills for more accountable and sustainable fashion systems.
Project link
References
Nachtigall, T. R., Tomico, O., Wakkary, R., Wensveen, S., van Dongen, P., & Tentoff van Norten, L. (2018). Towards ultra personalized 4D printed shoes. In Extended Abstracts of the 2018 CHI Conference on Human Factors in Computing Systems (pp. 1–9). ACM. https://doi.org/10.1145/3170427.3174369
Osman, A. (2022). Effectiveness of proposed competencies in fashion design based on the aesthetic approach in developing the concepts and skills of fashion design and clothing taste for female students specializing in ready-made garments in industrial secondary schools. المجلة التربوية لكلية التربية بسوهاج, 94(94), 451–507.
Kamis, A., Ismail, N., Bakar, N. A., & Talib, R. (2014). Technical skills, knowledge competencies and expected changes in the clothing industry. Journal of Technical Education and Training, 6(2), 16–30.
Mohanraj, P. (2018). An industry view on process competencies of apparel designers: A study. International Journal of Textile and Fashion Technology, 8(4), 1–10.
Da Silva, L. H., de Oliveira, E. A. A. Q., de Sousa, B. L., & da Silva, T. N. (2023). Leader’s role in the development of collective competencies of fashion work teams. Journal of Fashion Marketing and Management: An International Journal. Advance online publication.