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Leadership Competency Model
1. State of California Draft Leadership Competency Model July 21, 2008 Pat Shannon Sherry Deng Preliminary Draft – Subject to Change
2. Today’s Objectives Review high level findings from the Expert Resource Panels (Day 1 & 2) and High Performer Interviews Provide overview of preliminary Leadership Competency Model Gather your feedback on the Leadership Competency Model in breakout sessions
3. Processes Supporting the Development of Leadership Competency Model Expert Resource Panels (Day 1 & 2) High Performer Interviews (Part 1) Best Practices Review Existing Competency Models within State of CA Departments & Agencies Leadership Competency Model Expert Resource Panels (Day 3) Inputs - Preliminary Draft Model (Today’s Model) Additional Inputs to Validate Preliminary Draft Model Today High Performer Interviews (Part 2) Leadership Competency Survey
4. What We’ve Heard So Far: Challenges faced by State of CA Leaders Challenge Financial: Budgets are limited and departments must compete for scarce funds Human Capital: Systems are outdated and recruitment and retention issues are prevalent Knowledge Sharing: “Silos” make it difficult to work cross-functionally and share information Bureaucracy: Rules and red tape make it difficult for leaders and teams to work efficiently Operational vs. Strategic: “Fire drills” and immediate problems leave little time for strategic planning External Environment: Stakeholders’ expectations can be difficult to manage
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6. What We’ve Heard So Far: Most Prevalent Competencies from Expert Resource Panels Thirteen competencies were identified during the Expert Resource Panels as being the most critical and most frequently demonstrated by State of CA leaders. 1. Communication 2. Decision Making 3. Ethics and Integrity 4. Personal Credibility 5. Team Leadership 6. Interpersonal Skills 7. Analytical Thinking 8. Planning and Organizing 9. Written Communication 10. Change Leadership 11. Vision and Strategic Thinking 12. Human Resource Management 13. Conflict Management = High Performer Interview
9. Underlying Competency Model Elements Competency Clusters: Group of competencies Competencies: Set of behaviors that result in successful performance Behavioral Indicators: Specific skills and behaviors 1. 2. 3. Competency Model