What is the model competencies?

The

model of leaders' competences is a plan created by the company and develop the skills of executives of employees. “Competencies” may apply to any skills, motivation or behavior that may be valuable or necessary to complete work -related objectives. The leadership model can be developed internally, while employees and management cooperate on defining targeted skills and management objectives. Sometimes companies can also hire an external leadership expert to help create and implement a model of leaders' competences.

The most common way to create a model of leadership competence is to create a visual representation, such as a graph, a pyramid or a cake chart that defines leading skills in the order of priority. Other factors that may be included in the model may be the interaction of leading skills with each type of job or responsibility; For example, while self -motivation may be important to everyone employmentNCE, specialized skills such as negotiations or politicalacumene can only be necessary for jobs with a higher level of liability.

Creating a model of competences of leadership capabilities can take weeks or even months of preparation and may require periodic revisions to comply with the objective or organization. Some companies appoint a working group of workers to develop a model composed of employees of all different levels of society. Although this approach is time -consuming, it allows the creation of an adapted model unique for the needs and objectives of a particular company. Others can buy a prepared model of competencies and leading materials from an external source and then customize it to meet specific needs.

The development of the leading model of leaders will usually include the determination of what leadership properties are best coincided with the company's goals. DesiredCompetencies can be divided into categories such as thinking, teamwork and vision. This process usually requires a working group or an external company to make a careful assessment of the strengths and weaknesses of the organization and develop strategy and plans to help maximize strengths and improve weaker areas. For example, if a company wants to improve teamwork by increasing confidence among workers, there may be one competence "building confidence through social activities".

In an effective position, the leading competence model can help workers to determine the most important areas for improvement and development. Moreover, the visible and current model can serve as a constant reminder of the goals and mission of the organization. In order to be effective and useful for the model of competences, the company must be able to commit to the plan of continuous improvement on the basis of the model. Without a joint effort to keep the model both contemporary and vital in everyday working life, it can become anything but a nice chartem on the wall.