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Competency: Leadership

• Leads team to set goals, solve problems, and accomplish tasks.
• Motivates and challenges employees to attain a shared vision.
• Gives inspiring presentations or discussions.
• Inspires, encourages, and guides others toward the vision, mission, and goals.
• Incorporates the company Philosophy, Mission Statement, and Core Values into the district's culture so that co-workers accept them as more than just written documents
• Inspires a sense of pride and shared ownership.
• Inspires a shared culture by keeping employees informed and working together.
• Doesn't show discouragement when facing setbacks.
• Sets a positive example.
• Incorporates the company Philosophy, Mission Statement, and Core Values into daily branch life so that co-workers accept them as more than just written documents
• Sets a positive example admired by others.
• Inspires a shared vision of being the best.
• Motivates others to work together toward common objectives.
• Leads team to achieve consensus, solve problems, and accomplish tasks.
• Instills important values and vision within the department employees.
• Projects a "can-do" attitude when interfacing with peers, subordinates and customers(especially during difficult and challenging times).
• Leads by example.

• Able to organize the work of others.
• Provides structure.
• Allocates as much time as needed for task completion.
• Helps employees to focus on the tasks that need to be completed.
• Maintains focus on the current plan even if it means saying "no" to unnecessary, or unrelated, projects.
• Is able to get the appropriate resources to support individual or team initiatives.
• Able to conceptualize, organize, staff and manage a program with results.
• Volunteers to participate on special projects, teams, or events.
• Runs efficient and effective meetings with agendas, action items, and accountabilities clearly spelled out
• Uses feedback to modify duties, tasks, requirements, and goals when appropriate.
• Has own self-development plan; seeks opportunities for self-development on an ongoing basis
• Can organize others.
• Can organize efforts of other employees.

• Takes ownership and accountability for results
• Holds others accountable for their actions.
• Holds team members accountable to commitments made
• Expects participation by all team members.
• Provides early warning to subordinate leaders of tasks they will be responsible for.
• Holds core team members and DMs accountable to commitments made
• Signals commitment to critical processes.
• Identifies and addresses employee behavioral problems.
• Empowers others to achieve results and holds them accountable for actions.
• Holds Supervisor and core team members accountable for commitments and assignments
• Recognizes poor performance and address it appropriately.
• Takes responsibility for and correct poor performance.
• Accepts responsibility for organizational performance.

• Acts decisively in implementing decisions.
• Guides decision-making by coaching, counseling and rewarding.
• Assesses current capabilities before committing to new requests.
• Is able to decline bad ideas to avoid making poor decisions.
• Implements decision and evaluates results.
• Gathers and analyzes data and develops rationale for decision.
• Shares information regarding decision making so that others understand the relevant positions.
• Gets others to participate in making decisions and in setting goals for project completion without dictating or providing answers.

• Appears to trust own instincts and insights.
• Suggests methods to reduce stress within work environment.

• Able to influence others.
• Influences department
• Influences the decisions made at the Company.
• Influences the work of employees within the department.
• Influences [Company]
• Influences organization
• Effective in selecting and retaining high performing employees.
• Influences the organization
• Influences others in a way that results in acceptance, agreement, or behavior change.
• Can influence and persuade others to a course of action.
• Influences others on his/her team to reach goals, improve performance, and try new things
• Uses persuasion and influence instead of micromanaging employees.
• Influences others

• Communicates calmly and honestly even when stressed.
• Consistently follows the Commitments to Communication in dealing with others
• Encourages dialogue to clarify decision making and inform staff
• Communicates with others how they contribute to and support the company's mission.
• Gives subordinates the reason for tasks.
• Communicates frequently with entire core team to ensure inter-departmental alignment and collaboration to accomplish objectives
• Pays attention to and conveys understanding of the comments and questions of others.
• Keeps subordinates informed.
• Actively listens to employees as they explain their understanding of problems and situations.
• Consistently communicates why something needs to be done or changed and relates current initiatives to Company vision and goals.
• Defines requirements by issuing clear and concise orders or guidance.
• Identifies and shares information which is useful to self and others to promote prompt response to business needs.
• Communicates calmly and honestly with co-workers, customers, and supervisors, even when stressed.
• Clearly communicates the importance and thought process behind the company and area vision, thus inspiring others to work toward key objectives
• Clearly articulates expectations.
• Clearly communicates company, area, and market objectives and inspires others to action

• Clearly explains performance expectations and goals to be reached at the beginning of a project, then let's others decide how to achieve the goal.
• Motivates others to reach and exceed organizational goals and objectives.
• Sets a high level of performance expectations and challenges others to do the same.
• Sets clear goals and objectives for subordinates.
• Sets specific, measurable, and challenging goals.
• Expresses clear goals and objectives.
• Says "no" to goals that will detract from the organization's objectives.
• Implements Philosophy/Mission-based initiatives within work environment and monitors results
• Sets goals and objectives that exceed those of peers or team members.
• Able to decline a poor goal by proposing alternate goals.
• Guides individuals toward goal achievement using negotiation, teamwork/collaboration, motivation and staff development skills.
• Sets sort and long-term goals and objectives.
• Able to stay focused on important goals by saying "no" to less important goals and requests.

• Coaches others and prepares them for current and future business demands.
• Encourages mentoring relationships.
• Mentors employees.
• Coaches core team to document and hold co-workers accountable for assignments and commitments
• Mentors others.
• Guides and mentors others as they proceed throughout their decision-making process.
• Coaches employees about the significance of the Company within our industry.
• Provides individual coaching for employees as needed.

• Provides resources to enable individuals to develop professionally.
• Sits down regularly with employees to review their job performance.
• Able to increase the performance of under-performing employees.
• Encourages self-development for employees at all levels of the organization
• Helps to develop team members
• Removes performance barriers by providing necessary systems, information, tools, and resources people need to do their jobs and develop.
• Critiques own performance as a means of self-improvement and initiates self-development activities
• Demonstrates commitment to long-term development of self and associates.

• Seeks input and ideas from employees by involving them in decisions.
• Actively listens for feedback from subordinates.
• Is accessible and approachable to associates.
• Responds to performance feedback, identifying development opportunities (i.e., training) related to current job
• Remains open to suggestions, ideas, and opinions of others.
• Solicits performance feedback from others.
• Encourages and is receptive to working out problems and challenges --- no reluctance from team members to come forward with concerns/issues.
• Values upward feedback from subordinates and peers and solicits it actively.

• Gives direct, constructive, and actionable feedback.
• Provides accurate, timely, and (where appropriate) positive feedback.
• Provides positive reinforcement and honest feedback to subordinates.

• Fosters an environment that values initiative and creativity.

• Can persuade other peers and team members.
• Encourages others to question certain procedures which they may not understand and to communicate what they need.
• Gains commitment by persuasion.

• Empowers others to succeed within their jobs.
• Provides challenging assignments to employees.
• Encourages innovation and creativity by others.
• Helps others develop ideas and actions to reduce and minimize stress within the work environment
• Encourages peers and subordinates to challenge his/her views or opinions.
• Gains cooperation, support, and buy-in of others.

• Recognizes individual and team accomplishments and reward them appropriately.
• Finds creative ways to reward employees for hard work.
• Recognizes and rewards employees for their accomplishments.
• Is more likely to recognize employees for good performance rather than to criticize them for a performance problem
• Credits subordinates for good performance.
• Rewards employees for contributions toward meeting the needs of customers.
• Rewards employees for innovation and calculated risk taking
• Rewards individuals who demonstrate initiative (e.g., sets up recognition programs)
• Utilizes recognition, and non-monetary rewards, as well as financial compensation, to reward excellent performance
• Recognizes and rewards employee contributions to the team effort.
• Encourages MDs to set up recognition programs to reward individuals who demonstrate initiative and "live out" company values

• Able to align manpower, design work, an allocate tasks to achieve goals.
• Focuses others on the necessary tasks that need completion.
• Focuses team efforts on meeting the needs of the customers.
• Establishes a sense of order and control in the branch; co-workers know their roles
• Aligns work of employees to a common goal or objective.
• Uses situational leadership employing the appropriate leadership style to maximize performance given the situation.
• Maximizes the efforts of all team members.
• Fosters team cooperation, builds trust among team members and creates commitment to team goals.
• Meets regularly with subordinates to align their work with the goals and objectives of the Company.
• Able to take advantage of the different capabilities and talents of team members.
• Considers duty positions, capabilities, and developmental needs when assigning tasks.

• Helps co-workers/teams understand the company, area, and market vision and priorities
• Explains important concepts to the employees.
• Uses knowledge of individual strengths, weaknesses, and styles to facilitate effective learning

• Demonstrates empathy for the impact of change on people and processes
• Takes an active interest in the success of others.

• Highly effective supervisor.
• Effectively leads others.
• Demonstrates leadership and courage in critical situations.
• Is a highly effective supervisor.
• Is a leader within the department.
• Demonstrates effective leadership talent and skills
• Improves work quality for the team.
• Maintains high ethical standards.
• Has the trust and support of the Supervisor and district core teams
• Enhances the quality and productivity of the team.
• Expresses pride in the accomplishments of employees or the department.
• Effective leadership talent and skills
• Able to lead the organization.
• Selects the best and brightest people from inside or outside the company.
• Attempts to satisfy subordinates' needs.
• Performs effectively, even under frustrating or challenging work conditions

• Regularly attends to, and contributes at, meetings.
• Demonstrates core value behaviors in actions towards others and in work performed
• Supports Company sponsored training and development initiatives.

• Demonstrates and encourages a strong customer focus

• Says "no" to ideas that will result in lost time and effort.
• Able to say "no" when it is essential to maintaining quality and high standards.
• Says "no" to strategies that will detract from the organization's objectives.
• Able to say "no" when necessary to effectively execute business strategy and meet long-term objectives.