Fundamental Competencies form the foundation for success in each of the ECQ’s. These fundamentals enhance Personal Effectiveness, Presentation Skills and Public Speaking, Leadership Development Planning, Trust Building and demonstrate Corporate Social Responsibility.
Competency
Foundational
Interpersonal
Effectiveness
Responds appropriately to the needs, feelings, and capabilities of different people in different situations; is tactful, compassionate and sensitive, with respect.
Strategic Skills:
Develop competencies
to expand awareness of
organizational functions and strategy
​
Interpersonal Skills:
Develop competencies that increase
effectiveness to work with and manage other employees or teams
​
Personal Effectiveness:
Competencies related to
performance and personal
development
Stretch
Assignments
Builds consensus through give & take.
​
Builds trust through reliability & authenticity.
​
Demonstrates understanding, tact & concern.
​
Seeks to understand culture, beliefs, values, biases,
preferences, feelings, and other drivers of behavior
—both conscious and unconscious—in oneself and others.
​
Considers and appropriately responds to the needs, feelings,
and capabilities of different people in different situations.
​
Demonstrates discretion and tact when correcting or
questioning another’s idea or action.
​
Seeks feedback to avoid blind spots
that can cause misunderstandings.
​
Demonstrates respect for the values
and ideas of others, even while
not agreeing with them.
Leadership
Levels
Leadership Essential
Behavior
Indicators
Organization/Staff
Keeps commitments.
​
Transactional
Shares information readily.
​
Relational
Approachable, but decisive, when dealing with sensitive and complex issues.
​
Transformational
Works effectively with different
people in a variety of
settings, to gain support.
Has a sense of
presence and self-
assurance; recognizes
the affect of emotions and moods and adapts accordingly; sets personal expectations; shares
credit and
opportunities for
visibility.
Emotional
Intelligence
Increase
Personal Effectiveness
​
Self-Awareness:
Aware of your own needs, values and
emotions and their impact on your behavior.
​
Self-Management:
Keep emotional reactions in check, and control
feelings that could result in destructive behavior.
​
Social Awareness:
In tune with other's feelings and needs.
​
Relationship Management:
Ability to build relationships based
on mutual trust and respect.
Training & Tools
Motivation
Theory
Personality
Profile
Tools &
Resources
Values
Assessment
Continual
Learning
Grasps the essence of new information; masters new technical and business knowledge; recognizes own strengths and weaknesses; pursues self-development; seeks feedback.
Leadership
Levels
Leadership Essential
Behavior
Indicators
Organization/Staff
Evaluates strengths
and developmental needs.
​
Transactional
Encourages and supports the efforts
of employees to develop and grow.
​
Relational
Provides time, resources, opportunities
to pursue self-development.
​
Transformational
Inspires and demonstrates a
passion for excellence in
every aspect of work.
Contributes to procedures that enable
the organization to learn from past actions.
​
Invests in the further development of own
supervisory skills; to better understand issues &
needs affecting customers and field specific expertise.
​
Accesses training resources inside and outside
the organization for the benefit of individuals in the unit.
​
Measures current skills and knowledge against competencies needed for continuing success and meet future problems.
​
Provides one-on-one time for each employee,
focused on their development.
​
Uses a variety of approaches to analyze and
understand how actions lead to
outcomes, and how to improve in
similar situations in the future.
Continuous
learning is critical
for Leadership &
Knowledge Management. Fostering a learning culture provides
opportunities for
development and
increased
participation.
Training & Tools
Organization
Learning
Career
Inventory
Tools &
Resources
Career
Trajectory
Learning Strategy
Develop an education, training
and actualization plan to build
mission-critical competencies.
​
Learning Culture
How learning as part of the culture, plays an
important role in creating & sustaining a learning environment.
​
Learning Dynamics
How organizational learning systems challenge
you to think and act comprehensively.
​
Knowledge Sharing
Investing in formal and informal
training for the development
of all employees.
Knowledge
Management
Individual
Development Plan
Knowledge, Skills,
Abilities & Other Attributes
Align training & development with
organization mission, goals & objectives.
An Individual Development Plan includes:
​
Professional Profile -Current Status
​
Career Goals -Estimated & Actual
​
Objectives -Linked to Mission
​
Opportunities -Demonstrated
Uses language as a flexible tool to exchange information and ideas, and openly explore different perspectives, adjusting style and content to unique individual, audience and circumstance.
Multi-Media
Presentation
Elements of Multi-Media
Effectively communicate your
ideas: Selling a product, outlining
a proposal, conducting a seminar,
or generating support for a project.
​
A well designed presentation can have a lasting impression about you and your organization.
​
Interactional Model and Transactive
Models of Public Speaking
​
Conceptual Model
for Multimedia
Training & Tools
Public
Speaking
Evolutionary
Communication
Presentation
Clearly Presents Information
Present information in a logical
manner, using appropriate
phrasing and vocabulary.
​
Foster Two-Way Communication
Listens/pays attention actively and objectively
to maximize understanding.
​
Adapt Communication
Tailors communication to diverse audiences.
Effective with varied organizational levels.
​
Communicate Complex Messages
Overcomes resistance & secures
support for ideas or initiatives
through high-impact
communication.
Presentation
Resources
Multi-
Media
Leadership
Levels
Behavior
Indicators
Leadership Essential
Accurately and
effectively transform
thoughts & vision into
words, and successfully
convey a message in a way that does not lose
its meaning, to a
targeted group
of people.
Effectively communicates within
a wide range of contexts.
​
Effectively gains support for a position or
proposal through persuasive discussion.
​
Influences unit’s performance through effective
feedback, coaching, counseling, and mentoring.
​
Demonstrates sensitivity to personal space, touch, and
cultural & individual differences that affect communication.
​
Actively listens to others in personal discussion or
in open forums and responds appropriately.
​
Responds appropriately to challenging
questions or comments.
​
Skillfully probes and questions to help
others reflect and create insight.
Organization/Staff
Expresses thoughts,
ideas and concerns clearly.
​
Transactional
Encourages others to express opinions, ideas & concerns, and listens empathetically.
​
Relational
Identifies barriers to communication
and ways to overcome.
​
Transformational
Conducts credible briefings
to diverse audiences.
Written
Communication
Oral
Communication
Expresses facts and ideas in writing in a clear, convincing and organized manner, appropriate to the audience and occasion. Critiques the writing of others in a constructive manner.
Training & Tools
Writing
Basics
Evolutionary
Communication
Creative
Writing
Clearly Presents Information
Write brief, factual material
(notes) in a clear, logical manner,
using correct grammar & punctuation.
​
Foster Two-Way Communication
Write longer, straightforward documents
(summaries) that are comprehensive, yet concise.
​
Adapt Communication
Write documents that provide in-depth information; combine information, from multiple sources.
​
Communicate Complex Messages
Write complex, highly specialized issues
(policy, legal documents); transform
technical information for
non-specialist audiences.
Writing
Resources
Content
Construction
Write Impact
Report
Develop a report in a
logical order, so that your
reader can follow. Bear in mind
that brief summaries, clear headings
and succinct writing are valuable skills.
​
Be objective, using third person and reported speech, sticking to the facts and keeping it
short and simple.
​
Use a clear layout, with decimal or
numbered points for sub-headings.
Use bold type, italics or different
sizes to differentiate main,
sub- and other headings
Leadership
Levels
Behavior
Indicators
Leadership Essential
Writing is an
important skill, often
overlooked. Leaders
need to write to help them develop and clarify their ideas. Those who
cannot communicate
well using written
words are severely
handicapped.
Effectively communicates within
a wide range of contexts.
​
Effectively gains support for a position or
proposal through persuasive discussion.
​
Influences unit’s performance through effective
feedback, coaching, counseling, and mentoring.
​
Demonstrates sensitivity to personal space, touch, and
cultural & individual differences that affect communication.
​
Actively listens to others in personal discussion or
in open forums and responds appropriately.
​
Responds appropriately to challenging
questions or comments.
​
Skillfully probes and questions to help
others reflect and create insight.
Organization/Staff
Makes written work clear,
easy to follow and relevant.
​
Transactional
Drafts, edits and reviews for approval: correspondence, plans, project proposals.
​
Relational
Uses written communications, to gain understanding & commitment for action.
​
Transformational
Uses a variety of media, to gain
widespread understanding
internally & externally.
Instills mutual trust and confidence; creates a culture that fosters high standards of ethics; behaves in a fair and ethical manner, and demonstrates a sense of responsibility.
Integrity
& Honesty
Ensures adequate training for
competent and ethical performance.
​
Creates a climate that supports integrity
& honesty in the organization, through personal example, processes and procedures that reward
and encourage ethical behavior.
​
Will not sacrifice integrity & honesty for expediency, or
make inappropriate decisions for personal gain.
​
Maintains confidentiality and protects privacy.
​
Instills a climate of trust by keeping your word and
taking responsibility for your actions.
​
Maintains accountability for integrity, honesty
and performance.
​
Makes decisions and the thinking
behind them transparent.​
Leadership
Levels
Leadership Essential
Behavior
Indicators
Organization/Staff
Builds an atmosphere of
trust by being trustworthy.
​
Transactional
Encourages discussion of
potential ethical problems.
​
Relational
Assures communication on regulations
and guidelines about ethics.
​
Transformational
Ensures all levels are trained
to a Code of Ethics; holds
self/others accountable.
Establish
principles concerning
the way people should
be treated and the way
goals are to be pursued.
​
Create standards of
excellence and set
examples for others
to follow.
Develop A
Moral Code
Developing a Culture
of Honesty and Integrity
The culture of an organization is a
key driver in determining success or
failure. A culture built on a foundation of
honesty and integrity is a critical factor in
achieving success.
​
Determine key elements that contribute to the development of an organizational culture
of honesty & integrity.
​
Honesty - Integrity - Commitment
Honesty is the uprightness and fairness
of character. It is a character trait
that never lies, steals, cheats or
deceives in any way.
Training & Tools
Ethical
Leadership
Culture
Building
Tools &
Resources
Trust &
Dysfunction
Three common reasons to
gather 360 degree feedback:
​
1. To gain insight into the performance
and potential of current and future leaders
​
2. To gain broader insight into the employee development needs
​
3. To gather broader feedback for
performance appraisals, helping
ensure the fairness of
employee performance.
Conduct 360
Evaluation
Service
Motivation
Creates & sustains organizational culture that encourages others to provide the quality of service essential to high performance, and meaningful contribution to mission.
Ensures adequate training for
competent and ethical performance.
​
Creates a climate that supports integrity
& honesty in the organization, through personal example, processes and procedures that reward
and encourage ethical behavior.
​
Will not sacrifice integrity & honesty for expediency, or
make inappropriate decisions for personal gain.
​
Maintains confidentiality and protects privacy.
​
Instills a climate of trust by keeping your word and
taking responsibility for your actions.
​
Maintains accountability for integrity, honesty
and performance.
​
Makes decisions and the thinking
behind them transparent.​
Leadership
Levels
Leadership Essential
Behavior
Indicators
Organization/Staff
Builds an atmosphere of
trust by being trustworthy.
​
Transactional
Encourages discussion of
potential ethical problems.
​
Relational
Assures communication on regulations
and guidelines about ethics.
​
Transformational
Ensures all levels are trained
to a Code of Ethics; holds
self/others accountable.
Establish
principles concerning
the way people should
be treated and the way
goals are to be pursued.
​
Create standards of
excellence and set
examples for others
to follow.
Develop A
Moral Code
Developing a Culture
of Honesty and Integrity
The culture of an organization is a
key driver in determining success or
failure. A culture built on a foundation of
honesty and integrity is a critical factor in
achieving success.
​
Determine key elements that contribute to the development of an organizational culture
of honesty & integrity.
​
Honesty - Integrity - Commitment
Honesty is the uprightness and fairness
of character. It is a character trait
that never lies, steals, cheats or
deceives in any way.
Training & Tools
Ethical
Leadership
Culture
Building
Tools &
Resources
Trust &
Dysfunction
Three common reasons to
gather 360 degree feedback:
​
1. To gain insight into the performance
and potential of current and future leaders
​
2. To gain broader insight into the employee development needs
​
3. To gather broader feedback for
performance appraisals, helping
ensure the fairness of
employee performance.
Conduct 360
Evaluation
Organization/Staff
Builds an atmosphere of
trust by being trustworthy.
​
Transactional
Encourages discussion of
potential ethical problems.
​
Relational
Assures communication on regulations
and guidelines about ethics.
​
Transformational
Ensures all levels are trained
to a Code of Ethics; holds
self/others accountable.
Organization/Staff
Keeps commitments.
​
Transactional
Shares information readily
​
Relational
Approachable, but decisive without being arrogant or abrupt when dealing with sensitive & complex issues.
​
Transformational
Works effectively with many different people in a variety of settings and gains their support.