Where’s the Gap?

Leadership Competencies to Build On

The menu below outlines the many aspects of leadership that my programs impact.

Please feel free to take or adapt any of these for your own internal performance management system if you wish. Organizations without formal learning plans find this list a useful place to start to help set learning objectives when engaging me for The Accelerated Leader Program™.

Traits of Accelerated Leaders

• Proactively shaping the future – Driving change “from below” and not relying on direction or instruction from supervisors.
• Bigger, wider thinking – Thinking beyond their department and the day-to-day; creates compelling ideas for the future and implements them effectively.
• Entrepreneurial thinking – Looking for opportunity; generating and driving value for both internal and external customers efficiently and effectively.
• Impacting and influencing others – Successfully communicating ideas and direction; creates not only mental but emotional buy-in and commitment.
• Accountability and solution mindset – Consistently taking responsibility despite setbacks and obstacles; moving the situation forward.
• Remaining results oriented – Becoming focused more on results they create and less on who gets the credit.
• Appetite for innovation and appropriate risk – Not being limited to past solutions and increasing the comfort level for trying new approaches.
• Raising the bar – Consistently looking to improve services or situations and not settling with the status quo. Sets BHAD goals (Big, Hairy and Audacious).
• Maximizing personal capacity – Understanding and using technology as an ally to stay on top of commitments, communication and projects; being highly organized.
• Managing sticky situations – Dealing with conflict and managing challenging people quickly, effectively and appropriately.
• Executive presence – Showing greater confidence and engagement in group situations or senior-level discussions.
• Flexibility and adaptability – Being able to adapt to changing situations and maintaining an open mind to other ideas and approaches.
• Working with velocity – Increasing the comfort level in ambiguous situations; becoming more decisive and generating momentum as a result.
• Being client oriented (both internal and external) – Understanding their needs and building relationships that support the business; communicating effectively with them.
• Trust and respect – Fostering an environment both within the team and elsewhere that breeds honest, constructive communication.
• Sharing information – Openly sharing needed information across other functions or business units; encouraging cross-team communication.
• Developing and coaching their team – Being regarded as a great coach and is viewed as someone “to go to”; understanding what motivates the team and providing opportunities for them to grow.
• Empowering others – Creating an environment of success by empowering others and giving them the support, direction and autonomy they need to get things done.

If you came here from the “Who’s the Best Fit?” page, you can return to where you left off here.

Otherwise, you may want to check out the 3-minute Best Fit Index if you haven’t done so yet. It’s a quick and easy way to see who’ll provide the best ROI for your leadership training investment.