ABSTRACT
This chapter describes a methodology for generation of a new competence called Reflection, Elaboration, Practicing/Participation, and Investigation (REPI). The dimensions of competence from the competence lemon are linked to different activities within the REPI methodology. The chapter presents how REPI can be used depending on purpose and context. REPI is a powerful method for coaching. A coaching session can be considered as a REPI meeting, but having only two participants—the coach and the person being coached. REPI is a natural tool for performance management if the manager acts as REPI leader for the employee. This will establish a natural way for the line manager and the employee to discuss competence and performance without creating tension. When using REPI as a technique for team building, the focus is on the participation mode, because participation is about sharing and giving an individual, at the time, the space to "own" some minutes to express his or her thoughts, experiences, or arguments.
