Competencies

Competencies
Leadership (all)
The ability to make things happen by encouraging and channeling the contributions of others; taking a stand on and addressing important issues; acting as a catalyst for change and continuous improvement; developing viable partnerships and networks of people; and interacting with others in a way that gives them confidence in one’s intentions and those of theorganization.

* Builds trust and respect by modeling the values that s/he espouses
* Celebrates the achievement of key milestones, recognizes all who contributed
* Creates a climate that fosters high performance and job satisfaction
* Creates an environment that fosters honesty and integrity
* Creates vision and direction
* Demonstrates a strong commitment todiversity
* Develops an organization and business atmosphere that supports individual and team achievement
* Empowers and rewards others to take intelligent risks
* Encourages and empowers others to achieve, creates enthusiasm, a feeling of investment and a desire to excel
* Energizes people to overcome barriers to change
* Inspires a sense of urgency/immediacy
*Instills a sense of mission, teamwork and support
* Mobilizes the creative efforts of the organization’s best performers
* Motivates others by administering appropriate rewards and consequences for actions
* Organizes, gains the involvement of, and manages diverse team to accomplish specific projects and department goals
* Provides resources (materials, information, etc.) forassociates
* Puts the right people in the right roles at the right times
* Recruits, retains and rewards talented people
* Removes obstacles and supports the group to succeed
* Shapes current job behavior to achieve specific performance objectives

Adaptability (management)
Maintaining effectiveness when experiencing major changes in work tasks and/or the workenvironment; adjusting effectively to work within new work structures, processes, requirements, or cultures.

* Adjusts effectively to changes in processes, requirements, job scope, work structures, or cultures
* Adopts new approaches to novel or unusual situations rather than relying on established practices
* Approaches changes or newness positively
* Changes tactics to effectivelyhandle multiple demands, priority shifts, ambiguity, and rapid change
* Demonstrates flexibility in the face of change
* Maintains effectiveness when experiencing major change
* Modifies behavior to deal effectively with changes
* Remains open to ideas offered by others
* Seeks information to understand change and the rationale for the change
* Supports changedecisions that differ from personally preferred action
* Treats change and new situations as opportunities for learning or growth

Talent Development (management)
Planning and supporting the development of others; providing timely guidance and feedback to help others strengthen specific knowledge/skill areas needed to accomplish a task or solve a problem.

* Adapts management styleto meet the unique needs of individuals
* Assesses strengths and development needs of associates accurately
* Challenges others to confront problems and make tough choices
* Conducts career planning discussions
* Creates a learning environment
* Encourages others to learn from both success and failure
* Helps individuals overcome obstacles to learning
*Helps secure resources required to support developmental efforts
* Maintains development plans for all associates and supports training goals
* Mentors others
* Models specific knowledge/skills/abilities needed to succeed
* Performs effective succession planning
* Promotes continuous learning and self development incorporating associate input
* Provides...