Interviewing and Assessing “Strategic Thinking” Competence
What is a Strategic Thinking Competency? Definition: Analyzing an organization’s competitive position and developing a clear and compelling vision of what [...]
How to Develop the Competency of Decisiveness
Leaders, especially those in senior management, need Decisiveness. They must be able to make high stakes decisions, such as whether to accept [...]
Competency Modeling – Research or Intuitive Approach
There are three approaches to building a competency model: 1) Research 2) Intuitive 3) Balance of Research and Intuitive 1. Research Approach [...]
How to Successfully Implement a Competency Model
Business Meeting --- Image by © 2/Ocean/Corbis From "Practical Questions in Building Competency Models", [...]
When companies select CEOs in their 40s.
Generational changes are occurring in the executive suite as more companies hire chiefs in their late 40s. Generation X is moving [...]
Develop Results-Driven Leaders
Results Orientation Results Orientation is a competency that is defined as focusing on the desired end result of one’s own or one’s [...]
Why Do Some Executives Hate HR?
IN A KNOWLEDGE ECONOMY, COMPANIES WITH THE BEST TALENT WIN. AND FINDING, NURTURING, AND DEVELOPING THAT TALENT SHOULD BE ONE OF THE MOST IMPORTANT TASKS IN A CORPORATION. SO WHY DOES HUMAN RESOURCES DO SUCH A BAD JOB — AND HOW CAN WE FIX IT?
The Business Case for Competencies – Part Two
To get a sense of how business and human resources strategy might impact decisions about competency applications, companies were asked to state their primary business strategy objectives, how their HR strategies support these objectives and the intended purpose of implementing competency-based applications. Many of the findings apply to today and can provide insight into the challenges and opportunities facing organizations that are implementing competency frameworks and applications.