Core Leadership Competencies

"Leadership is the process of influencing people by providing purpose, direction, and motivation to accomplish the mission and improve the organization" (Mills, 2013). The Army measures its leaders by their attributes and their core leader competencies. Also, a leader must be able to train, coach and mentor their subordinates. Additionally, the Army has three levels of leadership: Direct, Organizational, and Strategic. An effective leader understands and practices these qualities at an operational level.

“We all have competencies. They are the sum of our experiences and the knowledge, skills, values, and attitudes we have acquired during our lifetime” (Pickett, 1998, p. 103). A successful organization will have a set of competencies defined. Having competencies identified outlines the framework of standards that a company and employees should follow. There is a tendency to list a large number of competencies when creating the standards for an organization. Companies should focus on five to seven key core competencies that are needed in order to be successful. The core competencies should encompass the growth of the company, staff, and public perception.

“Competency models describe the behaviors and skills managers need to exhibit if an organization is to be successful” (Hughes, Ginnett, & Curphy, p. 252). In many organizations, competency models can differ between the different hierarchies of managers. As a person’s leadership role evolves so do the behaviors and skills he or she must possess to be an effective leader. This statement holds firm as with the case of Andra Rush.

In the Competency-based Leadership model, people are chosen by their skills and abilities such as strategic, technical and technological

The two core competencies that have decide to write about are individual differences and leadership. These are two competencies that are extremely important on a daily basis, especially in the workplace. Individual differences are the variations from different individuals, such as culture, personality, perception, demographic factors, skills, and attitudes. It is important for individual differences to be recognized and taken into consideration when it comes to managing any organization. Leadership is just as critical because it is the influence within an organization that has a meaningful impact. Leadership maximizes individuals’ efforts so key goals can be achieved. It is important to note that just because you manage an organization, that does not mean that you are leading the organization. In a way, leadership is also the ability to turn a vision into a reality. I chose these two diversity management core competencies because individual differences are something you see everywhere, whether it’s in an organization, group or team, and leadership is something that no organization or group can have success without. I also chose leadership because my supervisor at work is a great leader and she is constantly leading by example, so I can relate to it personally and it is something I really respect and appreciate.

A leader is someone who will step up in the times of crisis and is able to think and act creatively in a difficult situation according to businessdictionary.com. A leader can also inspire others to be engage and to work together to achieve a common goal.

A leader is a person with the capacity to set and accomplish testing objectives, make quick and unequivocal move, beat the competition, and rouse others to perform well.

The Webster Dictionary defines leadership as an office or position, the capacity to lead, the act or an instance of leading (Merriam-Webster, 2011). Leader is defined as; a person who directs a military force or unit, a person who has commanding authority or influence (Merriam-Webster, 2011). The Army defines leadership as the process of influencing people by

Currently, in my workplace, we are in search of a new manager for our department. Our previous manager was in the position for six months until he started experiencing health related issues that caused him to have a heart attack. Since the incident, he has been recovering great and had decided to step down from the position. He was offered and accepted a non-management position that would reduce the stress that he was encountering during time he was our manager. Even though he may have had the skills needed to perform the job, he lacked in the area of adaptability. In the process of selecting the new candidates to fill the position, particular competencies need to be stressed and enforced in order to hire the best candidate that will emphasize the behaviors and skills needed by the department directors. Competency models describe the behaviors and skills managers need to exhibit if an organization is to be successful (Hughes, 2015). Below is my example of a leadership competency model for the leadership position currently open in my workplace.

The Foundations of Leadership program that has been put into place as part of our talent management program has its focus on creating a talent pool from which the organization may draw for vacancies among from line leadership positions. Collins (2005) pointed out that that the selection and interview processes used by organization are not flawless. Leaders will make good hire decisions as well as bad ones. The Foundations of Leadership program provides an opportunity to observe and assess participant performance, behaviors, and leadership styles in through four days of developmental exercises. The organization receives the benefit of building competencies while also mitigating the risks associated

The ability and strength of an individual to achieve goals by supervising processes, guiding initiatives and employees is defined as Leadership skills. Valuable leadership skills include taking thoughtful decisions, allocation of resources, and the ability to delegate, inspire and communicate effectively. Other leadership traits include honesty, confidence, commitment and creativity. Leadership competencies can be used to effectively select, develop and promote leaders in an organization .The difference between Leadership Skill and leadership competency can explained as the required level of efficiency to perform a task assigned is known as skill whereas the quality to accomplish the same is called as competency. When creating leadership competencies certain factors are considered such as business strategies and future trends. To drive the use of competencies in selecting and developing leaders HR practitioners should use the business strategies. To effectively build a unique set of skills for the organization 's leaders, the firm will sustain competitive advantage. The role of a project manager has always been my interest. The position which I have always desired is a role of project manager.

Going in the order of competency, the first skill or competency that would be discussed would be strong listening skills. Throughout the course of the case study, this skill has been emphasized quite a lot. Ciulla (1998) stated that effective leaders do a lot of listening. It was stated that when leaders effectively listen to their employees or to any person for that matter, they ignite the hopes and dreams from the people. Birnbaum (1992) stated that successful leaders look into the visions of others along with their vision. In other words, their vision basically consists of the various interests of others along with their personal aims for the company.

Discussing the events that happened before and after the research at the start of the article had effectively provided an understanding on the topics presented since there are other factors affecting leadership. The author presented the four competencies clearly and in an organized way through his writing. It makes use of different examples that further explain and support the main points provided by the author. This makes the arguments more effective as it can be understood especially what the author wants to convey. However, it only focused on a certain country and the research could be widely applied to other countries as well. Since there are a lot of great leaders all over the world, they have different ways on how they lead an organization or probably a country. This could add more competencies that were not observed and tackled in the

The Leadership Competency Model, developed by the Central Michigan University (CMU Model), will be used as a guiding principal. The model is made up of the aspects, namely, self-management; leading others, task management, innovation and social responsibility. It is chosen as it thoroughly describes the aspects a effective leader should possess.

This framework shows the comprehensive competencies for being a good leader or manager within the organization to succeed in