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Management - Competency

• Keep staff informed about what is happening in the company.
• Articulates tasks clearly, minimizing confusion or misinterpretation.
• Maintains an open-door policy to be available to answer questions and provide guidance to employees.
• Willing to takes on challenging questions and provides honest answers.
• Welcomes input and suggestions from the employees.
• Fosters ongoing, two-way communication within the team.
• Listens to and understands the core issues from employees.
• Communicates with clarity and confidence across all levels of the organization.
• Actively listens to feedback from subordinates.
• Keeps subordinates informed.

• Takes responsibility for things that go wrong.
• Openly admits errors and uses them as learning opportunities for self and team.
• Demonstrates personal accountability by modeling the same expectations set for the team.
• Considers the long-term impact of decisions and takes responsibility for potential risks.
• Encourages team members to take ownership of their work and hold each other accountable.
• Sets a visible example of accountability and focus, prompting peers to adopt similar standards.
• Explains decisions and actions clearly, taking ownership of outcomes and their implications.
• Delivers on promises and ensures that assigned tasks are completed as agreed.
• Openly acknowledges errors and takes corrective action, setting a tone of responsibility and growth.
• Clearly articulates expectations.
• Accepts responsibility for organizational performance.
• Takes responsibility for and correct poor performance.
• Applies disciplinary measures without favoritism.
• Applies disciplinary measures without bias.
• Recognizes poor performance and address it appropriately.
• Is just in their application of disciplinary measures.
• Applies disciplinary measures in a just manner.

• Links feedback to the specific role requirements for the job.
• Identifies areas for growth and recommends concrete actions to address them.
• Provides realistic and actionable suggestions and support for improvement.
• Provides feedback based on observable facts and behaviors--not personal opinions or emotions.
• Gives feedback based on specific actions or behaviors that were observed/documented.
• Delivers effective feedback on a regular basis.
• Gives subordinates the reason for tasks.
• Provides accurate, timely, and (where appropriate) positive feedback.
• Uses feedback to modify duties, tasks, requirements, and goals when appropriate.
• Provides early warning to subordinate leaders of tasks they will be responsible for.

• Sets an example for others to follow
• Is ready to offer help.
• Treats others with respect and fairness, modeling inclusive and professional behavior across roles.
• Shares information openly and honestly, modeling transparency and trustworthiness.
• Serves as a role model for team members.
• Upholds ethical standards and organizational values even when under pressure or facing adversity.
• Is committed to doing the best job possible.
• Exemplifies peak productivity to cultivate a culture of high performance across the team.
• Leads the team through visible, disciplined execution that motivates others to maximize their own contributions.
• Shapes team norms and values through consistent, observable behaviors that reflect organizational principles.
• Sets a high personal standard of productivity that inspires and elevates team performance.
• Sets a positive example for others.
• Demonstrates high standards of conduct and behavior in the department.
• Demonstrates dedication to team success by contributing beyond formal responsibilities when needed.
• Consistently models high-effort, high-output behaviors, prompting team members to raise their own performance.
• Maintains composure and emotional steadiness in high-stress or emotionally charged situations.
• Inspires, encourages, and guides others toward the vision, mission, and goals.

• Empowers employees to make their own decisions in the field.
• Supports employees in taking thoughtful risks and learning from outcomes, even when results are imperfect.
• Fosters a culture of autonomy and innovation by empowering employees to think independently and solve problems creatively.
• Encourages employees create their own solutions to problems.
• Is confident in the abilities of their subordinates.
• Creates an environment where employees feel free to take initiative, voice ideas, and admit mistakes without fear of negative consequences.
• Delegates authority to employees to allow them to make their own decisions.
• Gives new assignments to employees to help them gain responsibilities.
• Provides coaching or training to help employees build confidence in making sound decisions.
• Empowers employees to structure their work schedule to maximize their productivity.
• Creates growth opportunities for employees.
• Supports employees in using their own judgment.
• Acknowledges and celebrates when employees take initiative or solve problems on their own.
• Clearly communicates the scope of authority employees have when making decisions.
• Ensures employees have the tools, information, and support needed to act independently and succeed.
• Avoids micromanaging the department.
• Assigns specific duties appropriately.

• Integrates diverse skill levels and opportunities for growth of employees to ensure cohesive and effective project implementation.
• Assesses and adjusts team roles based on employee readiness, ensuring both progress and development.
• Aligns individual capabilities and development needs to optimize team execution of the project plan.
• Assesses the staffing needs of the department and hires people accordingly.
• Creates action plans and to-do lists to make sure nothing is missed.
• Organizes and sequences tasks based on urgency, impact, and resource availability.
• Demonstrates agility in managing varied employee needs to maintain momentum and progress.
• Effectively coordinates the personnel required for completion of a job.
• Manages staff and prepares work schedules appropriately.
• Defines requirements by issuing clear and concise orders or guidance.
• Considers duty positions, capabilities, and developmental needs when assigning tasks.

• Acknowledges and celebrates achievements in real time, from tenure to growth to goal completion.
• Credits subordinates for good performance.
• Recognizes individual and team accomplishments and reward them appropriately.
• Connects recognition to ongoing career development and skill advancement.
• Proactively celebrates team and individual milestones to reinforce momentum and morale.
• Links recognition to the completion of specific departmental objectives.
• Applies consistent and impartial criteria when granting high-value recognition.
• Uses employee recognition to reinforce behaviors aligned with growth and advancement.
• Recognizes the team's accomplishments in informal settings.
• Finds opportunities to recognize the accomplishments of high performers.

• Aligns daily work with strategic priorities to reinforce purpose and direction.
• Regularly measures job performance to maintain focus and direction in the department.
• Proactively removes barriers or competing demands that reduced team focus.
• Breaks down strategic objectives into clear, manageable tasks that helped establish team focus.
• Energizes the team by linking individual objectives to the department's broader mission.
• Instills a sense of purpose by showing how each role supports the organization's goals.
• Helps the team stay focused by clearly communicating shifting priorities during times of uncertainty or transition.
• Regularly reviews team goals to ensure they remain relevant and aligned with the organizational direction.
• Reinforces key messages about goals and priorities across multiple channels and interactions.
• Monitors the workload balance and the impact on employees to help maintain focus and direction.
• Links team efforts to mission-critical outcomes and long-term vision.
• Fosters a sense of purpose by connecting each person's work to the team's shared direction.
• Defines what success looks like for the team and ensures everyone is working toward the same outcomes.
• Keeps the team grounded and purpose-driven during high-stress or fast-paced situations.
• Ensures that individual roles and responsibilities evolve to support changing strategic direction.
• Connects individual responsibilities to broader organizational objectives.
• Ensures that employees understand and identify with the organization's mission.
• Holds firm beliefs in the process and procedures used.

• This manager makes you feel enthusiastic about your work.
• Transforms personal discipline into collective action, inspiring others to rise to the occasion.
• Maintains high personal productivity and reliability, inspiring a culture of shared responsibility.
• Embodies a values-driven approach to work that energizes and galvanizes the team.
• Actively seeks feedback and development opportunities, encouraging others to do the same.
• Leads with purpose and persistence, inspiring a sense of ownership and pride in others.
• Cultivates engagement by helping employees see the impact of their goals within the larger vision.
• Models a strong work ethic that elevates team morale and performance.
• Inspires commitment by aligning team members' efforts with departmental priorities.
• Articulates strategic direction in a way that inspires and guides others.
• Inspires others by not showing discouragement when facing setbacks.

• Monitors progress to guarantee timely execution of key deliverables.
• Drives on-time delivery of high-priority tasks.
• Encourages staff to spend more time on work related activities.
• Maintains momentum to meet deadlines for mission-critical work.
• Ensures the department consistently achieves production targets on time.
• Keeps essential assignments on track and completed within required timeframes.
• Manages deadlines to ensure critical work is completed without delay.
• Prioritizes and follows through to ensure urgent tasks are finished on schedule.
• Encourages employees to avoid distractions from personal phone or other personal devices.

• Creates clarity around roles, responsibilities, and success metrics.
• Monitors performance metrics and takes ownership for meeting targets.
• Monitors performance on a regular basis.
• Provides the department with necessary resources to accomplish its goals.
• Assesses team performance against defined standards.
• Defines performance expectations to guide consistent execution.
• Establishes expected performance standards.
• Maintains composure and professionalism when addressing performance issues or workplace tension.
• Sets clear and ambitious goals to be met.
• Outlines measurable criteria for quality, timeliness, and accountability.
• Creates clear performance standards that are understandable and fair.
• Communicates specific standards to ensure alignment and accountability.
• Regularly observes team dynamics and individual performance to stay attuned to emerging issues and opportunities.
• Reviews outputs to confirm they meet defined quality benchmarks before final delivery.

• Creates structured project plans that define scope, timelines, milestones, and resource needs.
• Provides regular updates on project status, challenges, and achievements to stakeholders.
• Outlines the key measures for the project.
• Determines key metrics such as customer needs, goals, organizational capacity, budget constraints, and cost estimates.
• Estimates the duration for each phase of a task/project.
• Determines essential inputs and conditions for each stage of the project.
• Sets the project's boundaries, objectives, and requirements.
• Selects and manages projects that directly support organizational priorities and long-term vision.
• Aligns phase requirements with team capabilities and organizational goals.
• Anticipates potential obstacles and develops contingency plans to minimize disruption.
• Clarifies key deliverables and dependencies across project phases.
• Anticipates challenges at each project stage and prepares targeted solutions.
• Facilitates collaboration across departments or teams to ensure project alignment and integration.
• Modifies project plans and priorities when faced with unexpected challenges or shifting requirements.
• Correctly estimates the cost of supplies for projects.
• Determines the staff needs for the project.

• Develops innovative strategies to determine the best course of action to achieve organizational goals.
• Tracks progress against strategic goals and uses insights to refine future plans.
• Uses analytical tools to evaluate vulnerabilities and anticipate external threats.
• Adjusts strategic plans based on shifts in market conditions, stakeholder needs, or internal capabilities.
• Develops contingency strategies to prepare for multiple future scenarios and uncertainties.
• Identifies key strategic factors, risks, and opportunities that impact the organization.
• Creates a strategy for achieving departmental objectives.
• Involves key stakeholders in shaping strategic direction to build alignment and shared ownership.
• Assesses risks to drive effective decision-making.
• Applies strategic frameworks to uncover operational gaps and assess emerging risks.
• Strategically optimizes resources to improve efficiency.
• Breaks down strategic objectives into clear, executable initiatives with defined outcomes.
• Evaluates external and internal factors to identify competitive advantages.
• Ensures departmental strategies are aligned with broader organizational goals and cross-functional priorities.
• Makes decisions that deliver immediate value while advancing long-term strategic goals.
• Recognizes competitive strengths and analyzes market positioning to further advance the company.

• Delegate tasks effectively.
• Empowers employees to take ownership of task execution, trusting them to choose effective approaches.
• Monitors progress on delegated tasks and provides timely support or redirection when needed.
• Delegates work to employees that resonates with their interests and strengths.
• Encourages and empowers subordinates to use their own initiative in achieving goals and objectives.
• Delegates stretch assignments that foster skill growth and sustain motivation.
• Uses delegation as a developmental tool, gradually increasing autonomy as competence grows.
• Evaluates employees' technical competencies and interpersonal strengths to delegate tasks aligned with their capabilities.
• Aligns tasks with team's roles, strengths, and development goals.
• Aligns delegated tasks with business priorities and team strengths to maximize impact.
• Delegates authority and responsibility to subordinates and holds them accountable for their actions.
• Assigns tasks based on employee strengths and development goals, ensuring clarity and ownership.
• Defines the roles, responsibilities, required actions, and deadlines for team members.

• Sets clear expectations and reinforces accountability through consistent follow-through.
• Coaches and mentors employees to achieve higher levels of performance.
• Works with employees to identify growth areas and create actionable development plans.
• Uses discipline as a tool for growth, focusing on feedback and learning rather than punishment.
• Motivates others through thoughtful persuasion, fostering buy-in without relying on pressure.
• Demonstrates genuine interest in employee perspectives, validating concerns through attentive listening.
• Ensures employees understand their roles, responsibilities, and how their work contributes to team goals.
• Conducts performance evaluations that are timely, comprehensive, and aligned with role expectations.
• Consistently models the behaviors, attitudes, and standards expected of the team.
• Provides constructive, ongoing feedback.
• Identifies early signs of disengagement or underperformance and intervenes constructively.
• Evaluates workplace challenges and selects the most effective course of action.
• Fosters a culture of openness, reliability, and mutual respect through consistent supervisory practices.
• Engages others with integrity and professionalism across roles and contexts.

• Analyzes underlying causes of conflict beyond surface-level symptoms to inform resolution strategies.
• Ensures that negotiated agreements are implemented and monitored for compliance and effectiveness.
• Leverages conflict situations to strengthen team relationships, clarify expectations, or improve processes.
• Recognizes and addresses power dynamics that may hinder fair conflict resolution.
• Maintains a calm demeanor and tone of voice.
• Understands the needs of each party and the best alternative to a negotiated agreement (BATNA).
• Effective in negotiating contracts with labor unions, vendors/suppliers, fiscal budgets, staffing headcounts, compensation, promotions, and/or regulatory agencies.
• Demonstrates emotional self-awareness and control when navigating tense or high-stakes situations.
• Maintains strict confidentiality of information and positions discussed during conflict resolution or negotiations.
• Is a strong advocate for the interests of the company/employee.
• Explores each party's underlying interests and concessions that may be made.
• Determines the appropriate approach (competitive or cooperative) to the negotiations.
• Seeks to understand each side's position, strengths and weaknesses.
• Effectively applies Alternative Dispute Resolution (ADR) techniques to resolve workplace conflicts constructively.
• Guides conflicting parties toward shared solutions that balance organizational goals with individual needs.
• Creates a safe and respectful environment where all parties feel heard and are encouraged to express concerns openly.

• Monitors the effectiveness of resource allocation decisions and makes adjustments as needed.
• Develops a coordinated implementation plan that sequences key elements of the resource allocation strategy.
• Defines the scope of requirements for the current and future resources and competences of the organization.
• Plans and controls the allocation of resources to implement current strategies.
• Develops more efficient resource distribution channels, increasing transparency, and reducing costs.
• Identifies key success drivers to align resource planning (and prioritization) with strategic objectives for competitive advantage.
• Demonstrates foresight by identifying when short-term initiatives may detract from long-term strategic resource alignment.
• Effectively allocates resources to sustain and grow the business/department.
• Assesses the resource demands of the organization/department.
• Ensures resources are allocated fairly and transparently across teams, projects, or departments.
• Plans and organizes resource use and task timelines across multiple projects.
• Uses data and performance metrics to inform resource allocation decisions.
• Effectively allocates resources and schedules tasks to support successful execution of assigned projects.
• Conducts a risk assessment to aid in making critical decisions concerning the allocation of available resources.
• Incorporates input from relevant stakeholders when determining resource needs and priorities.
• Adjusts resource plans in response to changing priorities, constraints, or emerging opportunities.
• Develops contingency plans to manage resource constraints or unexpected disruptions.