Foundational 2 | My Mastery 360

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

BUILDER

TRAINING

FOUNDATION

ACTUALIZE

HOME

Interpersonal

Effectivenesss

Responds appropriately to the needs, feelings, and capabilities of different people in different situations; is tactful, compassionate and sensitive, with respect.

Competency

Development

Actualization

Leadership Levels

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.

Leadership Essential

Has a sense of presence and self-assurance; recognizes how emotions and moods affect the organization and adapts accordingly; sets a personal example of expectations; shares credit and gives opportunities for visibility of others.

Behavior Indicators

Seeks to understand the culture, beliefs, values, biases, preferences, feelings, and other drivers of behavior—both conscious and unconscious—in oneself and others.

Builds consensus through give and take.

Builds trust through reliability and authenticity.

Demonstrates understanding, tact, and concern.

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 from others to avoid blind spots that can cause misunderstandings.

Demonstrates respect for the values and ideas of others, even while not agreeing with them.

Continual

Learning

Grasps the essence of new information; masters new technical and business knowledge; recognizes own strengths & weaknesses; pursues self-development; seeks feedback from others.

Competency

Development

Actualization

Leadership Levels

Organization/Staff

Conducts self-evaluation to determine strengths and developmental needs.

Transactional

Encourages and supports the efforts of employees to develop and grow.

Relational

Provides time, resources, and opportunities to pursue self-development which contributes to effectiveness.

Transformational

Inspires and demonstrates a passion for excellence in every aspect of work.

Leadership Essential

Continuous learning is a key critical success factor of Leadership and Knowledge Management. Fostering a learning culture that provides opportunities for continuous development, encourages participation.

Behavior Indicators

Contributes to procedures that enable the organization to learn from past actions.

Invests in the further development of own supervisory skills; in better understanding the issues and needs that affect customers and in own field specific expertise.

Knows and 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 to 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 certain outcomes and how to improve one’s approach to similar situations in the future.

Oral

Communication

Uses language as a flexible tool to share and collect information, to exchange ideas and to openly explore a variety of perspectives adjusting style and content to each unique individual, audience and circumstance.

Competency

Development

Actualization

Leadership Levels

Organization/Staff

Expresses thoughts, ideas, and concerns clearly.

Transactional

Encourages employees to express their opinions, ideas, and concerns and listens empathetically.

Relational

Identifies barriers to effective communication and identifies ways to overcome them.

Transformational

Conducts credible and prudent briefing sessions for Congress or other national media.

Leadership Essential

Accurately and effectively transform thoughts and vision into words, and successfully convey a message in a way that does not lose any of its meaning, to a targeted group of people.

Behavior Indicators

Effectively communicates within a wide range of contexts.

Effectively gains support for a position or proposal through persuasive discussion.

Encourages employees to express their opinions, ideas, and concerns and empathetically listens.

Influences unit’s performance through effective feedback, coaching, counseling, and mentoring.

Demonstrates sensitivity to personal space, touch, and other cultural and individual differences that affect communication.

Actively listens to others in personal discussion or in open employee forums and responds appropriately.

Responds appropriately to challenging questions or comments.

Skillfully probes and asks questions that help others reflect and create insight.

Written

Communication

Expresses facts and ideas in writing in a clear, convincing and organized manner that is appropriate to the audience and occasion. Reviews and critiques the writing of others in a constructive manner.

Competency

Development

Actualization

Leadership Levels

Organization/Staff

Makes written work clear, easy to follow, concise and relevant.

Transactional

Drafts, edits, revises, reviews for approval: briefing materials; correspondence; program plans; project proposals; and contract-related documents.

Relational

Uses a variety of written communications, within automated and networked media, to gain widespread understanding and commitment for action.

Transformational

Uses written communications, within automated and networked media, to gain widespread understanding and commitment internally & externally.

Leadership Essential

A leader who cannot communicate well using written words is severely handicapped. Writing is an important skill, often overlooked. Leaders need to write to help them develop and clarify their ideas.

Behavior Indicators

Ensures staff understands, and appropriately uses electronic and written communication.

Issues information via the appropriate medium (e.g., e-mail, written memos).

Uses a written style and vocabulary appropriate to the audience.

Writes in a way that makes complex technical concepts understandable.

Writes performance measures in a meaningful and understandable way, with the technical accuracy that ensures they are measurable, verifiable, equitable and achievable.

Writes policies, issue papers, correspondence, program plans with clarity, succinctness, persuasiveness, and for the intended audience.

Reports goals and accomplishments of work unit in clear and succinct manner.

Integrity

& Honesty

Integrity

Instills mutual trust and confidence; creates a culture that fosters high standards of ethics; behaves in a fair and ethical manner toward others, and demonstrates a sense of responsibility.

Competency

Development

Actualization

Leadership Levels

Organization/Staff

Builds an atmosphere of trust by being trustworthy.

Transactional

Encourages employees to discuss potential ethical problems.

Relational

Assures that effective systems are in place to communicate regulations, programs, and guidelines about ethics.

Transformational

Ensures that all managers, supervisors, and employees are trained to understand and practice a Code of Ethics and holds self and others accountable by arranging for training and dissemination of information.

Leadership Essential

Establish principles concerning the way people should be treated and the way goals are be pursued. Create standards of excellence and then set an example for others to follow.

Behavior Indicators

Creates a climate that supports integrity and honesty in the organization, through personal example, also through processes and procedures that reward and encourage ethical behavior.

Refuses to sacrifice trust and integrity to expediency, even under pressure. Refuses to make inappropriate decisions for personal gain, to include career advancements.

Ensures staff have adequate training to prepare them for competent and ethical performance.

Holds employees accountable for integrity, honesty, and duty.

Instills a climate of trust by keeping one’s word and taking responsibility for one’s actions.

Maintains confidentiality and protects the privacy of employees, customers.

Makes decisions and the thinking behind them transparent to those affected by them.

Motivation

Service

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

Competency

Development

Actualization

Leadership Levels

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.

Leadership Levels

Personal Leadership

Behavior Indicators

Seeks to understand the culture, beliefs, values, biases, preferences, feelings, and other drivers of behavior—both conscious and unconscious—in oneself and others.

Builds consensus through give and take.

Builds trust through reliability and authenticity.

Demonstrates understanding, tact, and concern.

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 from others to avoid blind spots that can cause misunderstandings.

Demonstrates respect for the values and ideas of others, even while not agreeing with them.