We’ve previously looked at the different levels of core competencies. Take a look at our in-depth analysis of core competencies and the different levels each present. In that blog, we took a look at a range of competencies, from accountability to strategic perspective. In today’s blog, we are going to take a slightly different view of core competencies. We are going to provide you with some examples of core competencies. Let’s get into it.
12 Core Competencies Examples Explained
Exemplifies a high level of ownership and commitment to their own results, the team, and the organizations.
- Employees completing tasks assigned to them in a timely manner.
- Employees being responsible for their specific duties
- Employees working towards a common organizational goal.
- Assumes responsibility for the whole team’s results
Listen, speaks and writes with coherency, clarity and concisely.
- Increases the value of work communication.
- Uses personal and organizational knowledge to enhance value.
- Provides timely and appropriate communication.
- Tailors communicate to the audience.
Responds in a constructive manner to situations of heightened pressure, emotions and conflict.
- Achieves mutually agreeable results in a time of conflict.
- Deals with difficult colleagues and clients in a productive manner.
- Adjusts effectively to difficult situations.
The process of making choices by identifying potential decisions, gathering information and recognizing potential outcomes.
- Makes decisions that consider the value and principles of an organization.
- Makes decisions by providing clarity in ambiguous situations.
- Develops effective solutions.
Takes a systematic approach to problem-solving
- Promotes problem-solving as an integral process within the organization.
- Uses available resources, information, and personnel when solving problems.
- Uses sound judgment and common sense.
Self-development refers to the extent to which an individual is concerned with bettering themselves by learning new skills and gaining experience.
- Takes full advantage of the opportunities provided to them and seeks out their own opportunities.
- Reviews one’s progress against development goals.
- Responds proactively to feedback.
Has a clear grasp on broader, longer-term vision for their work and the work of the organization.
- Shares the organizational vision with colleagues, managers, and stakeholders.
- Seeks out information and trends which may have an impact on the organization.
The action of leading a group of people or an organization.
- Maintains team motivation and engagement.
- Assigns duties and responsibilities.
- Fosters enthusiasm and commitment.
- Resolves conflicts.
Giving one’s active attention to another and take notice of actions and words.
- Freely listens to others.
- Shows empathy.
- Recognizes and understands non-verbal cues.
Willing to share one’s knowledge. Motivated to expand knowledge.
- Answers questions from colleagues and clients.
- Provides expert knowledge.
- Regularly introduces new knowledge to others.
Objective analysis and evaluation of information to form a sound judgment.
- Breaks down complex, multidimensional problems.
- Recognizes subtle information.
- Establish relationships and links between information.
The ability to provide effective work in a variety of situations, people and information.
- Willingly adapts plans.
- Responds quickly and proactively to developing situations.
- Oversees small and large scale changes.
The want to develop the long-term growth of others.
- Arranges training, mentoring, education to aid development.
- Provides recognition and appreciation.
- Shows confidence in other’s potential.
Sets appropriate individual and team goals.
- Monitors progress.
- Develops goals that best contribute to the team and the wider organization.
- Evaluates goal progression and adapts where appropriate.
Above we’ve considered the key competencies in the workplace and given some examples of how these competencies can be achieved. Can you think of any more core competencies which we’ve missed?