The Workitect Competency Dictionary

 Ensure that common skills and characteristics are always described with the same competency names. Create a framework for an integrated talent management system.

The 35 Workitect Competencies are research-based competencies developed by Edward Cripe and Dr. Richard Mansfield, formerly consultants with Hay/McBer, the consulting firm that developed the original job competence assessment technology The competency dictionary is the result of over 32 years of extensive research to help organizations select and develop superior performing workforces.

The competencies are divided into three groups and four sub-groups (or clusters):

COMPETENCIES DEALING WITH PEOPLE
The Leading Others Clusters 
1. Establishing Focus
2. Providing Motivational Support
3. Fostering Teamwork
4. Empowering Others
5. Managing Change
6. Developing Others
7. Managing Performance
8. Fostering Diversity

The Communicating and Influencing Cluster 
9. Attention to Communication
10. Oral Communication
11. Written Communication
12. Persuasive Communication
13. Interpersonal Effectiveness
14. Influencing Others
15. Building Collaborative Relationships

BUSINESS COMPETENCIES
The Preventing and Solving Problems Cluster 
16. Diagnostic Information Gathering
17. Analytical Thinking
18. Forward Thinking
19. Conceptual Thinking
20. Strategic Thinking
21. Technical Expertise

The Achieving Results Cluster 
22. Initiative
23. Entrepreneurial Orientation
24. Fostering Innovation
25. Customer Orientation
26. Results Orientation
27.Thoroughness
28. Decisiveness
29. Business Acumen
30. Global Perspective

SELF-MANAGEMENT COMPETENCIES
31. Self Confidence
32. Adaptability
33. Personal Credibility
34. Flexibility
35. Personal Accountability

For additional information, contact Workitect.com

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This entry was posted in About Competencies, Building Job Competency Models, Competency Modeling and tagged , , , , by Edward Cripe. Bookmark the permalink.

About Edward Cripe

Ed has over thirty-five years of experience helping companies effectively utilize their organizational and human resources. His experience includes senior consultant roles with Merit Group, Inc., Kaset International/Achieve Global and McBer/Hay Group, plus corporate positions as director, training, organization development and quality for Ryder System and director, human resource consulting, training and organization development for the Bendix Corporation (now Honeywell International). He also worked for NASA as a Presidential Interchange Executive. Co-author of “The Value-Added Employee”. Ed holds a M.B.A. degree in Human Resources and Organizational Behavior from Indiana University and has completed doctoral level studies at the University of Michigan.

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