LOMINGER COMPETENCY FRAMEWORK PDF

Learn how to implement all 38 competencies or a tailored model within your organization to align your business strategy with your talent strategy. Identify differentiating competencies critical for success across an organization. Compare competency data to normative research studies, supply in workforce, and performance correlations by level and risk of derailment. Recognize all 10 career stallers and stoppers and determine approaches for driving behavior change. Differentiate development strategies for individuals at multiple levels.

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It defines 11 future-focused competencies across 5 leadership streams through the dimensions of vision, results and accountability. Many occupational groups e. The diagram below explains how they align. What principles underpin Leadership competencies for Queensland? It is also underpinned by 4 principles: The value proposition of roles is considered, rather than traditional hierarchical or classification levels.

Moving from primarily technical roles to those with a strong focus on management and leadership, involves a change in accountability and complexity. Individuals tend to have a number of different careers during their working life, with leadership and management expertise being increasingly transferable as a career progresses. What is a leadership competency? The 11 leadership competencies are grouped into the following three areas: Vision Leads strategically: Thinks critically and acts on the broader purpose of the system.

Stimulates ideas and innovation: Gathers insights and embraces new ideas and innovation to inform future practice. Leads change in complex environments: Embraces change and leads with focus and optimism in an environment of complexity and ambiguity. Makes insightful decisions: Makes considered, ethical and courageous decisions based on insight into the broader context. Results Develops and mobilises talent: Strengthens and mobilises the unique talents and capabilities of the workforce.

Builds enduring relationships: Builds and sustains relationships to enable the collaborative delivery of customer-focused outcomes. Inspires others: Inspires others by driving clarity, engagement and a sense of purpose. Drives accountability and outcomes: Demonstrates accountability for the execution and quality of results through professionalism, persistence and transparency. Accountability Fosters healthy and inclusive workplaces: Fosters an inclusive workplace where health, safety and wellbeing is promoted and prioritised.

Pursues continuous growth: Pursues opportunities for growth through agile learning, and development of self-awareness. Demonstrates sound governance: Maintains a high standard of practice through governance and risk management. What is a leadership behaviour?

The behaviours are designed to be observable and practical to assess. Progressive behaviours have been identified to recognise the range of complexity across the 5 leadership streams. What are the 5 leadership streams? Leadership streams are not connected to a level or classification, but rather reflect the balance between leadership and technical skills required of an individual. The 5 leadership streams are: Individual contributor Responsible for delivering outcomes through self-management, sometimes with guidance from team leaders.

Does not supervise others. Valued for the knowledge and skills in their specialist area and strong self-management. Team leader Responsible for leading individual contributors to deliver team outcomes, typically under direction by a program leader. Valued for experience in their specialist area and the ability to manage team members. Executive Responsible for leading a service delivery, policy, regulatory or strategic advisory function s or a geographical area. Valued for the ability to lead program leaders or other executives and influence within the organisation and with external parties to ensure outcomes Chief executive Responsible for leading and administrating a government agency to effectively deliver on government priorities.

Valued for the ability to lead executives and the organisation and influence through sector and system leadership. What leadership stream applies to my role? Think about the actual demands of your role position description and exclude any consideration of your classification level, performance, capabilities or aspirations. Your decision should be based on the minimum requirements that are essential for performance of the role. Remember strong performance in a role will demonstrate some of the competencies required at the next leadership stream.

Contact your HR team to discuss further. Will it help inform my professional development and career? How can agencies and individuals use it? Leadership competencies for Queensland can be used across the entire employee lifecycle, including, but not limited to:.

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