HEADLINES  

• The development and application of leadership competencies is an ongoing process. 
• The process matters. A good process provides the meaning and purpose behind each core leadership competency.  
• The workshop introduces 6-steps to building your competency model. 

PHILOSOPHY

• Competencies should be easy to explain, grasp & share (K.I.S.S.)
• The standards managers are held to are based on competencies
• Competencies should originate w/in the company
• Company culture is simply your manager's competencies in motion 

COACHING POINT - leadership competencies are best explained through a narrative. Narratives help people experience and share information. The more connected managers feel to your competency narrative the more apt they are to embrace and share. 

STEP 1 - ACCOUNTABILITY

COACHING POINT - where your competencies originate matters. If they originate outside the company - mgmt. is unlikely to embrace. Competencies should originate from w/in and reflect the things mgmt. are accountable for. Examples - 

• A positive work environment
• Develop & retain staff
• Business results

STEP 2 - COMPETENCY 

COACHING POINT - core leadership competencies should be able to roll off the tongue of every manager you employee.

Think of competencies generally as a category. Ex. "leads", develops", "achieves". NOTE: you will group specific skills w/in each general category.  

Examples -

STEP 3 - SETTINGS

COACHING POINT - the competencies you develop will require specific skills and attributes. Each skill/attribute occurs in one of three settings. 

STEP 4 - SKILLS & ATTRIBUTES 

COACHING POINT -  companies often over engineer the attributes and skills included in their competency model. Less is more. Start small and build over time. 

STEP 5 - STANDARDS 

COACHING POINT - competencies are useless until they're converted to standards. Standards define what "good" looks like. A standard is a level of quality used to measure, compare and evaluate performance. Example - 

• Skill - problem solving
• Standard - our leaders keep an open mind and consider different points of view. We use data and fact-based methodologies to define root-causation. Band aide solutions are avoided. We embrace problems as learning opportunities. 

STEP 6 - MOTIVATION 

COACHING POINT - managers need a reason to embrace your competency model. Examples include - 

• Marketing & promotion - consider branding your model. Ex. "The Complete Leader" 
• Story telling - create a narrative that helps people experience and share the meaning and purpose behind the model 
• Levels of attainment - use metrics to demonstrate proficiency 
• Badging & certification - recognize and reward people as they demonstrate their proficiency 
• Coaching - offer managers a way to develop their skills and attributes