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| Leadership Competence Model |
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Competence Development
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| Talent Selection |
Hires and retains the right people according to business needs; leads succession and talent development activities to ensure the company has the right competences available for business development; ensures the organizational know-how is steadily increasing to maintain the company's competitiveness; works constructively with HR functions.
A manager who lacks this competence:
· Is unable to identify the right people for the job;
· fails to motivate and retain key personnel;
· misjudges the competence and the potential of others;
· fails to establish a positive link between performance and compensation.
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| People Development |
Uses coaching, mentoring, delegating, training, project assignments, etc. to grow employees' competence and confidence; ensures all employees have and implement quality development plans based on business needs, the employee's motivations and his current level of competence; helps employees to see problems/tasks from different angles in order for them to find the best solution; creates a climate that builds on employee's strength.
A manager who lacks this competence:
· Fails to tell the employee where he needs to improve;
· is unable or unwilling to give constructive criticism;
· lacks empathy with individuals' situations;
· attaches too much importance to single incidents of good or bad performance;
· makes no effort to review and provide feedback on performance outside of annual performance appraisal meetings.
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| Self Leadership |
Ensures knowledge and skills up-to-date and relevant; seeks and acts on feedback from others to improve performance; enthusiastically seeks opportunities to develop on the job; demonstrates confidence in own ability to learn and apply new skills; is open about own strengths and weakness.
A manager who lacks this competence:
· akes no or little personal accountability for own career and development;
· avoids taking risks or unfamiliar assignments to develop new skills and capabilities, is happy to remain in own comfort zone;
· doesn't learn lesson from old mistakes;
· is intolerant of criticism or feedback, reacts defensively;
· has an inaccurate understanding of own strength and development areas;
· is overconfident in own ability.
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