Competent executives are the key elements for organization success. But what does it mean to be competent? The definition of the term leadership competency (e.g., sets clear expectations) is the capacity/capability of a leader to function in a particular, desirable way. Therefore an indication of competence is a leader’s knowledge and command of the leadership competencies that their organization has determined are essential for success.

Competencies are a common element of today’s business vernacular. The belief here is that clearly defined and validated competencies performed by capable, committed leaders will result in more consistent and predictable personal, team and organization performance that consistently meets or exceeds expectations. Some organizations have developed processes to identify, validate and  implement a set of organizationally unique competencies that reflect the leadership capabilities and behaviors expected to generate desired organization results. Leaders are then expected to adopt and model those competencies to successfully lead their teams and achieve organization goals.

So here’s the question: Is training a leader in an organization’s unique set of desired competencies sufficient to ensure success?  The answer is no because the simple knowledge of competencies does not equate to competence and success. It’s their daily internalization, modeling and execution that demonstrates the knowledge, commitment and command of the competencies that generates success.

The First step to enhance leadership and organization success is to identify and validate a set of leadership competencies that are uniquely aligned with your organization. Competency validation means ensuring that the desired competencies are appropriately aligned and compatible with your organization’s vision, culture, goals and operations. Second, use action learning to formally indoctrinate leaders to the importance of these competencies for leadership and organizational effectiveness. Third, provide leaders a line of sight between the competencies and goal achievement including, vision, goals, actions, metrics and sustainability. Fourth, roll out the leadership competencies including communication, training and ongoing support to leaders and their teams. Fifth, establish metrics to monitor the level of competency execution by leaders, as well as, the competencies’ continuing alignment with the organization’s culture and direction. Sixth, hold leaders and their teams accountable for results and the desired behaviors that demonstrate a command of the leadership competencies. Seventh, continually coach and mentor leaders to effectively internalize and model the competencies while leading their teams and achieving organization goals.

What can leaders do to ensure that they’re demonstrating a command of the organization’s leadership competencies and behaviors? Among the considerations for a leader are to:

• Set a clear team vision with clear goals and metrics.

• Ensure the leader and team are focused on the right things by monitoring team progress against goals and quickly responding to issues that arise, making course corrections in team goals and actions as needed.

• Make himself/herself available to advise and counsel team members; also, establish a climate that encourages team member input through constructive debate and dialogue.

• Regularly invite and accept feedback from team members, peers, customers and the leader’s manager; also, hold the team and its members accountable for agreed upon results.

• Constantly look for break through insights and opportunities to take team capabilities and effectiveness to the next level.

• Model the leadership competencies and behaviors daily with team members and peers.

• Develop a personal track record of success and become a trusted and collaborative go to resource for peers and others in the organization.

So while knowledge of an organization’s desired leadership competencies and related behaviors is an essential beginning; knowledge alone won’t  guarantee  a leader’s success. In the end it’s how well you consistently demonstrate a command of the competencies and related behaviors that portends leadership and organization success, i.e., it’s what you do with what you know that counts.

The Corbett Group is a certified leadership/executive coaching and organization consulting organization that provides competency and executive team alignment assessments and coaching support to leaders and their teams to help enhance team collaboration and performance.

Bob Corbett