Builds consensus through give & take.
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Builds trust through reliability & authenticity.
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Demonstrates understanding, tact & concern.
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Seeks to understand culture, beliefs, values, biases,
preferences, feelings, and other drivers of behavior
—both conscious and unconscious—in oneself and others.
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Considers and appropriately responds to the needs, feelings,
and capabilities of different people in different situations.
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Demonstrates discretion and tact when correcting or
questioning another’s idea or action.
​
Seeks feedback to avoid blind spots
that can cause misunderstandings.
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Demonstrates respect for the values
and ideas of others, even while
not agreeing with them.
Organization/Staff
Keeps commitments.
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Transactional
Shares information readily.
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Relational
Approachable, but decisive, when dealing with sensitive and complex issues.
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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.
Increase
Personal Effectiveness
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Self-Awareness:
Aware of your own needs, values and
emotions and their impact on your behavior.
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Self-Management:
Keep emotional reactions in check, and control
feelings that could result in destructive behavior.
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Social Awareness:
In tune with other's feelings and needs.
​
Relationship Management:
Ability to build relationships based
on mutual trust and respect.
Strategic Skills:
Develop competencies
to expand awareness of
organizational functions and strategy
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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
Resource
Reference
& Links
Competency Reference
Competency Articles
Competency Resources
NExT
Azanique Development’s NExT (New Executive Training), is an internally branded Leadership and Workforce development program, designed to enhance interpersonal savvy, behavior management, critical thinking, accountability, and technical credibility.
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The NExT System is a non-traditional approach to employee development that progressively meets—Cognitive, Affective and Behavioral learning objectives, resulting in a higher performing outcome. This program delivers an interconnected series of targeted training sessions, actualized through personalized developmental assignments, reinforced with performance coaching, and concluded with actionable deliverables.
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From Transactional Management to Transformational Leadership, NExT is structured to equip leader candidates with strategies and tools to achieve high performing management, by enhancing—self, situational and organizational awareness; by effectively addressing challenges and opportunities; and competently building teams, coalitions and strategic partnerships.
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Leadership Reference
Leadership Articles
Leadership Resources
Training Formula
Kirkpatrick's Four Level Evaluation Model
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Perhaps the best known evaluation methodology for judging learning processes is Donald Kirkpatrick's Four Level Evaluation Model that was first published in a series of articles in 1959 in the Journal of American Society of Training Directors (now known as T+D Magazine).
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The series was later compiled and published as an article, Techniques for Evaluating Training Programs, in a book Kirkpatrick edited, Evaluating Training Programs (1975). However it was not until his 1994 book was published, Evaluating Training Programs, that the four levels became popular. Nowadays, his four levels remain a cornerstone in the learning industry.
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The four steps of evaluation consist of:
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Step 1: Reaction - How well did the learners like the learning process?
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Step 2: Learning - What did they learn? (the extent to which the learners gain knowledge and skills)
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Step 3: Behavior - (What changes in job performance resulted from the learning process? (capability to perform the newly learned skills while on the job)
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Step 4: Results - What are the tangible results of the learning process in terms of reduced cost, improved quality, increased production, efficiency, etc.?
Kirkpatrick's concept is quite important as it makes an excellent planning, evaluating, and troubling-shooting tool, especially if we we make some slight improvements as show below.
Training Resources & Tools
The Model identifies the top seven competencies Service leaders believed to be most important for success in the Service for each organizational leadership level. Service employees need to know what these mission critical competencies are, and need to build strength in these areas.
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Leadership Reference
Leadership Articles
Leadership Resources
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