Competency models layout the essential leadership qualities and attitudes that each person should develop, so that companies can decide which development initiative to introduce.

FREMONT, CA: People become better leaders over time by developing a combination of talents, attitudes, and experiences that place the individual as the right leader for the right situation at the right time.

A leadership competency framework customized to the company's needs can be conducive when firms characterize what it takes to guide the organization through the next step of growth. Efficiently applied, the right leadership competency frameworks can allow businesses to grow leaders in the workplace successfully.

Develop Leaders in the Workplace

On making recruiting or promotion choices, firms will need to consider developing the organization's leaders. Competency models offer a blueprint that defines what executives need and promotes recommendations on the right preparation and growth opportunities to close skills gaps.

Competence models aim to achieve a better understanding and appraisal of the skills and competencies needed. For example, they can help tease out the complexities of decision-making. Do the leaders need to be able to make swift choices with little information? Or is it more important to make more educated, more strategic choices that weigh on diverse and conflicting priorities? At some stage, both of them positively. So, organizations will want to assess and analyze each form of decision-making ability, evaluate the leaders, and help them progress in mastering the skills they need to excel.

Additionally, competency models layout the essential leadership qualities and attitudes that each person should develop so that companies can decide which development initiative to introduce. Any learning may be tactical, such as using the required software programs or writing papers. Others may be experiential, reinforced by progressive practice, such as organizing small squad gatherings, cross-departmental initiatives, and client-based responsibilities. In certain growth areas, a mentor might offer just the sort of input, self-reflection, and experimentation needed to evolve.

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