Competency Framework

- Performance is the extent to which the KRAs for a role are achieved. It is relatively easy to assess.

- The Talent Appreciation Framework must measure ‘Potential’ – the suitability of the employee to take up higher roles. It must also measure the extent of alignment to the core tenets of the organization (Values) i.e. Culture Fit.

- The Potential of an employee is the Key Leadership Attributes –that are the basis of sustained superior performance at leadership levels.

- The Values underline the extent to which the employee is aligned to the tenets that the organization holds as non-negotiable. Values are for all employees and a necessary condition for progress. Alignment to the values would impact the extent to which the employee is considered a ‘role model’- a key consideration for leadership positions.

- Hence a Talent Appreciation Framework must measure Key Leadership Attributes that look at the following aspects of leadership:

Lead the Business

- Articulating a ‘Big Picture’ view of the business

- Understanding the Business Strategy (Key drivers- internal and external impacting the business) (Strategic Orientation, Global Mindset, etc)

- Being able to see/create possible business opportunities (Business acumen, Entrepreneurship, Driving Innovation and Change)

Lead the People

- Leading Self

- Influencing Peers

- Leading teams

Lead the Operations

- Execution Excellence

- Driving Results

- Customer Focus

- Decision Making

Once the framework is in place- one can choose the relevant proficiency levels for various roles and then assess those.

Leadership Competency Framework