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Create and sustain a 

culture that provides

quality service and

high performance

Instill mutual trust and

confidence; and a culture

that fosters high

standards of ethics.

Express facts and ideas

in writing in a clear,

convincing and

organized manner.

Make clear and convincing

oral presentations to

individuals and

groups.

Pursue self-development,

and seeks feedback

from others.

Respond appropriately to 

the needs & capabilities

of different people.

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

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Interpersonal

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

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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

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.

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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  

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Oral
Written

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.

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Written

Communication

Oral

Communication

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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.

Integrity

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.

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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.

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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

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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

Motivation
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Service

Motivation

Creates & sustains organizational culture that encourages others to provide the quality of service essential to high performance, and meaningful contribution to mission.

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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.

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