The Core Competencies
The following 24 Leadership Competencies were adapted from the Missouri State Training Advisory Council (STAC). The standards were designed to "provide a framework for developing and maintaining leadership effectiveness consistent with the needs and mission of the each department" in the City service. Leaders, at all levels in the classified service, should be actively and regularly engaged in professional development activities to enhance their personal skills in order to support the successful accomplishment of the mission, values, and goals of their respective departments. It is expected that in addition to the training opportunities provided by the Department of Personnel's Training and Organizational Development Division (TODD), that Directors and Appointing Authorities will develop appropriate training and development standards for all employees within their departments, and seek additional training opportunities available from outside sources as needed.
The ability to accept all responsibilities of the job and assigned tasks. Components of this competency can include holding self and others accountable for delivering quality products, assuring effective controls are developed and/or maintained so organizational integrity is maintained, acting decisively to modify activities to better promote customer service and/or quality of programs and pursuing all assignments with the philosophy that the responsible individual must follow through to completion if the project is to be successful.
The ability to use provided computer technology to enhance the quality of work and programs. Components of this competency can include possessing sufficient knowledge and comfort concerning computer applications and telecommunications. It also includes the ability to interact effectively with internal and external contacts and to stay informed about technological advances and their potential impact or value to work activities.
The ability to develop new insights into situations and apply innovative solutions that make improvements. Components of this competency can include the ability to encourage innovation and creativity among others.
The ability to remain focused on understanding, anticipating and responding to the internal and external needs of customers. Components of this competency can include the ability to see customer satisfaction as the number one priority and to maintain sensitivity to the requirements of customers through personal involvement and a continuous drive for feedback.
The ability to make timely and effective decisions with available information or knowledge and within your own authority. Components of this competency can include the ability to take calculated risks even in uncertain situations based upon all available evidence and a thorough risk/benefit assessment; perceive the impact/implications of decisions, and assume responsibility for the results of decisions even if unpopular.
The ability to accurately identify, understand, and manage one's own and others' emotions, to discriminate among them, and to recognize the impact of one's behavior on others. It forms the basis for personal qualities such as realistic self-confidence, empathy, personal integrity, self-awareness, resilience, and the ability to get along with and motivate others. Components of this competency can include the ability to consider and respond appropriately to the needs, feelings and capabilities of different people in different situations; show a genuine interest in others and their successes; effectively managing interpersonal relationships, and treat others with respect and dignity.
The ability to administer financial resources in a thoroughly transparent manner that instills public trust and accomplishes the Department's mission. Components of this competency can include overseeing allocation of financial resources, preparing and/or justifying budgets or expenditure requests, and overseeing procurement and contracting procedures.
The ability to accept change and to cope with job pressure and stress. Components of this competency can include the ability to adapt behavior and work methods in response to new information, changing conditions or unexpected obstacles. It includes the ability to actively solicit information and views from others and use that input to make change occur, and adjust to multiple demands and shifting priorities with minimal disruption and stress.
The ability to persuade others to buy into a course of action. Components of this competency can include the ability to network with key individuals or groups to accomplish goals and promote the organization to others, and to inspire others so as to create enthusiasm and a desire to succeed.
The ability to behave in a professional, fair and ethical manner toward others and instill mutual trust and confidence. Components of this competency can include the ability to
follow through on commitments, act in a manner consistent with values, demonstrate a sense of responsibility and commitment to sound ethics, and encourage high standards of behavior in others.
The ability to address and resolve conflicts that arise in an effective, impartial manner. Components of this competency can include the ability to take steps to prevent potential situations which could result in unpleasant confrontations, and handle confrontations which arise before they have a negative affect on others and the organization.
The ability to coach and challenge others to achieve their potential. Components of this competency can include the ability to serve as a role model for continuous improvement throughout the organization, develop leadership in others by sharing knowledge, experiences and opportunities for growth, and providing timely and specific feedback that reinforces or elicits desired behavior.
The ability to build a consensus and accomplish goals through give and take actions. Components of this competency can include the ability to gain cooperation from others to obtain information and identify and understand the interests of others.
The ability to identify internal and external organizational values and structures that impact the work of the organization. Components of this competency can include the ability to approach each problem situation with a clear perception and awareness of that system, to build and strengthen internal support bases, and get understanding and support from management and key stakeholders.
The ability to establish comprehensive and realistic plans of action to accomplish activities and evaluate progress. Components of this competency can include the ability to maintain a focus on the planned outcome, exercise good judgment in structuring and organizing work, and monitor progress of activities so discrepancies are identified and corrected.
The ability to define a problem, analyze relevant information, develop possible solutions, and recommend the best course of action. Components of this competency can include the ability to anticipate potential problems, reduce a situation to its essential, simplistic elements and distinguish between relevant and irrelevant information.
The ability to maintain focus and intensity, and remain optimistic and persistent even under adversity. Components of this competency can include the ability to deal effectively with pressure and recover quickly from setbacks, demonstrate a deep-seated need for achievement, manage your own time effectively and efficiently, seek and use feedback from others, initiate appropriate action without being directed, and maintain confidence in your own ability and ideas.
The ability to develop and implement effective strategies that are consistent with the organization's vision and mission. Components of this competency can include the ability to consider a broad range of internal and external factors that may impact the organization, anticipate potential threats or opportunities and promote change based on the long-range strategic view of the future.
The ability to develop and sustain cooperative working relationships. Components of this competency can include the ability to inspire, motivate and guide others toward accomplishment of goals and activities. It includes the ability to encourage collaboration and to promote open communication and collective problem-solving within the group.
The ability to demonstrate proficiency in areas of primary responsibility. Components of this competency can include the ability to apply procedures, regulations, and policies to remain current and informed of new and existing issues which may affect work.
The ability to create and sustain an atmosphere in which timely, quality information flows between self and others, and express facts and ideas in a convincing manner. Components of this competency include the ability to encourage expression of ideas, keep others informed of relevant facts and issues or decisions, be receptive to new or different viewpoints, accept feedback, tailor a message to the listeners needs, listen effectively, clarify information, and use available technology to enhance material.
The ability to take a long-term view of the organization's direction and articulate a vision which integrates key program goals, priorities, values, and other factors. Components of this competency can include the ability to balance change of continuity, identify and
integrate key issues affecting the organization, and promote ownership of the vision in others.
The ability to express facts and ideas in writing in a clear, convincing and organized manner, free of grammatical mistakes. Components of this competency can include the ability to effectively reflect the position of the organization, review and critique written communication in a constructive and substantive manner, and use available technology to enhance material. Also demonstrates sensitivity to the particular communication medium utilized, e.g. e-mail, texts, voice mail, etc., and considers the possible impact of language and style in that medium.
The ability to administer human resource management principles in a manner which instills public and employee trust, maximizes employee potential and fosters high ethical standards in meeting the organization's mission. Components of this competency may include the ability to assess current and future staffing needs, take an active role in recruiting, and retaining staff. It also includes the need to clarify roles and responsibilities, provide clear direction, delegate and empower staff to accomplish assignments, support programs and activities that deal with employee well-being such as safety, health, and family life. It allows for employee growth and it requires that you assess employee performance, give timely feedback, take appropriate corrective/disciplinary actions when other means have not been successful, and value cultural diversity, and other differences. Lastly, it requires that you commit resources necessary to develop and train employees for long-term employment based on needs