Competency Self Assessment
Self-Assessment on Leadership Competencies2
Directions: Please review the competencies listed below and rate your skills. The scale is:
Clear
Development
Need
1
Strength
2
3
4
5
Character:
Displaying high integrity and honesty
4 Avoids saying one thing and doing another (i.e., “walk the talk”)
3 Acts consistently with their words
5Follows through on promises and commitments
4 Models the core values
4Leads by example
Personal Capability:
Technical and professional expertise
2 Is sought by others for advice and counsel
3 Uses technical knowledge to help team members troubleshoot problems
2
Has credibility because of in-depth knowledge of issues or problems
Solving problems and analyzing issues
3 Exercises a high level of professional judgment
3Makes good decisions based on a mixture of analysis, wisdom, experience, and judgment
3Encourages alternative approaches and new ideas
Innovation
3 Encourages alternative approaches and new ideas
3 Consistently generates creative, resourceful solutions to problems
4
Consistently challenges the usual approach of doing things and find new and better ways to do the
job
22
Zenger & Folkman, (2009) The Extraordinary Leader, New York: McGraw Hill
Based on a development plan developed by B. Mitchell, CEO/Founder Partners4Results; Faculty, Northeastern 10
University. This information will be included in a forthcoming book. It is copyrighted and cannot be further used without permission.
Resilience
3 Creates a culture of learning that drives individual development
3 Works to improve new ideas rather than discouraging them
3
Encourages people to find innovative ways to accomplish their goals
Practicing self-development
4 Makes constructive efforts to change and improve based on feedback from others
5
4
Seeks feedback from other to improve and develop themselves
Consistently looks for developmental opportunities (they are excited to learn)
Focus on Results:
Focus
on Results
5
4
Aggressively pursues all
Directions: Please review the competencies listed below and rate your skills. The scale is:
Clear
Development
Need
1
Strength
2
3
4
5
Character:
Displaying high integrity and honesty
4 Avoids saying one thing and doing another (i.e., “walk the talk”)
3 Acts consistently with their words
5Follows through on promises and commitments
4 Models the core values
4Leads by example
Personal Capability:
Technical and professional expertise
2 Is sought by others for advice and counsel
3 Uses technical knowledge to help team members troubleshoot problems
2
Has credibility because of in-depth knowledge of issues or problems
Solving problems and analyzing issues
3 Exercises a high level of professional judgment
3Makes good decisions based on a mixture of analysis, wisdom, experience, and judgment
3Encourages alternative approaches and new ideas
Innovation
3 Encourages alternative approaches and new ideas
3 Consistently generates creative, resourceful solutions to problems
4
Consistently challenges the usual approach of doing things and find new and better ways to do the
job
22
Zenger & Folkman, (2009) The Extraordinary Leader, New York: McGraw Hill
Based on a development plan developed by B. Mitchell, CEO/Founder Partners4Results; Faculty, Northeastern 10
University. This information will be included in a forthcoming book. It is copyrighted and cannot be further used without permission.
Resilience
3 Creates a culture of learning that drives individual development
3 Works to improve new ideas rather than discouraging them
3
Encourages people to find innovative ways to accomplish their goals
Practicing self-development
4 Makes constructive efforts to change and improve based on feedback from others
5
4
Seeks feedback from other to improve and develop themselves
Consistently looks for developmental opportunities (they are excited to learn)
Focus on Results:
Focus
on Results
5
4
Aggressively pursues all