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Posts Tagged organizational leadership

Defination Of Leadership Competency

Aug 21

Posted by John Roberts in Qualities | No Comments

A competency is a skill, ability, or knowledge set that can be taught or developed. All competencies have “indicators” that allow them to be observed and measured. A leadership competency model is a group of competencies linked to leadership excellence in a specific organization. A leadership competency model supports the organization’s vision and strategy by providing a framework by which the organization can select, develop, and evaluate leaders. The LeaderNation system guides users through the creation of a customized competency model and supports leadership development efforts using this model.

There are several ways of creating an organizational leadership competency model. One method is conducting interviews with the leaders of your organization to understand what specific skills, abilities, and knowledge sets are important for success. The interview data should then be analyzed to identify the critical leadership success factors, and ultimately organized into a leadership competency model.

A second method for creating leadership competencies for an organization is to convene a meeting of leaders and discuss the climate, culture, and strategy of the organization. With those considerations in mind, competencies are then created to support the organization’s aspirations.

A third method is to select a set from a list of known leadership competencies related to organizational success. In addition to reflecting on your experience, reviewing industry best practices and research publications can guide this selection. LeaderNation leadership development solutions provide access to a library of leadership competencies from which any number can be chosen to create your organizational competency model.

Regardless of which of the above methods is used to create a competency model, LeaderNation can help. Our tools can be used by internal human resources personnel or in conjunction with leadership development consultants.  If you would like assistance in creating your model, LeaderNation has a network of independent certified consultants that can assist you.

Ultimately, a competency model should become a way of talking about leadership in your organization.  Employees are given a common language and framework to discuss and guide their personal leadership  development as well as leadership in the organization in general.

Ideally, the competency model will influence the way leaders are selected, trained, and evaluated in the organization, so as to set standards and to highlight desired leader behaviors.

 

What are the three steps to creating a competency model?

 

Create lists of behaviors to determine what good leadership looks like in your organization.

This can be done in one of three ways as mentioned above: interviews, strategic planning sessions, or selecting behaviors from competencies known to be important.

Use the following guidelines to group common behaviors and name them. These will be your leadership competencies.

  • Competency names should be as specific as possible.
  • They should also be a noun (e.g., delegation) or a gerund (e.g., listening).
  • Names should be easily understood, so avoid jargon and ambiguous words with more than one meaning.

  • Use adjectives to clarify ambiguous nouns (e.g., disciplined management).

Finally, define the competencies.

  • Competency definitions, as with competency names, should be unambiguous and specific.  Use complete sentences when writing definitions, and avoid jargon and abbreviations.  Also, a competency should be observable.  Your competency definition should specify the “what” and the “why.”  For example, a definition of active listening should include the what: “Communicating and clarifying understanding, and eliciting information using both active and passive behaviors,” and the why: “In order to engage others, make people feel heard, and gather information.”  Using these parts, active listening would then be defined as “Communicating and clarifying understanding, and eliciting information using both active and passive behaviors, in order to engage others, make people feel heard, and gather information.” If you find the competency you have created is not observable through leader behaviors, it is likely that you have created a meta-competency – a larger pattern of behavior made up of a set of related competencies.

 

Once you have created a competency model for your organization, the next step is to think about systems you can put in place to ensure organizational leaders are supporting the organization’s mission, vision, and strategy through effective use of these competencies.  Four levers to use are selection, assessment, rewards and recognition, and leadership development, an essential tool to support these activities is 360 feedback. 

article courtesy of :   Leadership Development Solution

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Organizational Leadership Training Guide

Apr 29

Posted by John Roberts in Qualities | No Comments

Organizations are an amalgamation of various people and groups from different cultural and professional backgrounds. Every person has his/her unique characteristics and individual qualities that differentiate him/her from others and complement the organization. Its these individual traits of each employee that when effectively handled and combined together make up the collective strength of the organization. On the other hand, these individual characteristics could derail the organization into chaotic mismanagement, if not properly dealt with. This is where the role of organizational leadership jumps in.

Effective organizational leadership is a requirement of every single organization, whether small or large. Organizations inherently need to be guided towards success by the aid of effective leadership that joins together the individual strengths of each employee into a collective force that acts in accordance with organizational aims and ethos. The crux of successful organizational or corporate leadership is efficient people management. However, this is something that was usually not taught in schools, colleges and universities until recently.

Training companies in the practical world and schools in the academic world have now realised the necessity of organizational leadership training courses that provide necessary guide, knowledge and skills to future leaders and managers from a practical perspective. Corporate leadership training courses are aimed at enhancing the following skills in employees that organizations deem as leadership material.

Effective communication:
We have all heard it many time before that communication is the key. A corporate leader can go nowhere without it. Effective communication essentially means to convey ones point across in a precise and clear way so the other person fully understands it. Effective communication sometimes requires one to adopt more than one interaction approach and communication level because what may work in one case, may not work in another.

Effective listening:
Some people consider effective listening as a prerequisite to effective communication. Without fully understanding the others problem or point of view, a leader will have a hard time being heard and understood. Therefore, understanding others requires listening with focus and attention.

People management:
A good leader is normally a peoples person who is liked by the majority of his/her co-workers. That is why s/he is listened to and followed. Leaders, who are not liked by their colleagues, are generally not able to sustain their leadership position in the long run. Therefore, people management skills are essential for effective corporate leadership.

Project management:
Amongst personality traits, a leaders technical and managerial skills are also highly important. A corporate leader with limited project management and technical skills in the job, he/she is assigned to do, will have a hard time earning the respect of his/her subordinates who may be technically more sound than the boss.

Time management:
Learning to effectively manage time is also an important ingredient of effective organizational leadership training. If a leader doesnt know how to manage his/her time, he/she is most likely to ignore spending time with employees in order to connect with them. Lack of proper time management will always make a leader feel as if s/he is overwhelmed with work and there is not much time to spend on other necessary leadership activities.

Understanding human psychology:
Effective organizational leadership training also emphasizes on the importance of understanding human psychology. If a corporate leader doesn’t understand his/her subordinates psychology at individual levels, s/he may not be able to form a strong bond with them.

Motivational techniques:
People require and expect their leaders to give them a motivational speech from time to time. People lose motivation due to a number of personal as well as professional reasons. A good corporate leader always sees lost employee motivation as another opportunity to gain their confidence by guiding them on the track to regain their motivation.

Self improvement:
Continuous self improvement is necessary to be an effective corporate leader. Therefore, learning self improvement techniques is an important part of corporate leadership training.

courtesy of : Quotebean.co.uk

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