- 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.
- 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.
|Positive work environment||
|Talent development & retention||
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