Lominger Competency Guide
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AgileAmbitiousAnticipateApproachableAsk hard questionsAssess talentBe accountableBe socially responsibleBreak down silosBuild relationshipsBuild teamsBuild trustCaringCoach othersCommunicate effectivelyCompassionateConduct workforce planningConfront issuesCounsel with othersCreate a culture of accountabilityCreate a learning cultureCreate a positive work environmentCreate alignmentCreate integrationCulturally adeptDecisiveDelegate effectivelyDemonstrate interpersonal skillsDesign organizations. Detail orientedDevelop future leadersDevelop otherDirect the workDiscover customer needsDrive changeDrive performanceDrivenEmotionally intelligentEmpower othersEngage peopleEthicalExercise sound judgmentFacilitate groupsFlexibleFollow their leadersGet organizedGive recognitionGive strong presentationsHave personal integrityHire and staffHonestImprove continuouslyImprove processesImplement social mediaInfluence and persuadeInnovateInspire othersKnow the external environmentLeverage diversity. Listen openlyMaintain composureMaintain work-life balanceMake good decisionsMake inclusive decisionsMake work funManage changeManage conflictManage customer relationshipsManage financesManage human resourcesManage performanceManage processesManage projectsManage riskManage technologyManage the businessManage timeMeasure performance Mentor othersMotivate othersNegotiateNetworkOnboard new employeesPartner with othersPatientPlan effectivelyPolitically savvyResults oriented. Seek and act on feedbackSelf awareSet expectationsSet goalsSet prioritiesSet strategySet the visionShare informationShow convictionShow initiativeShow learning agilityShow organizational agilitySimplify complexitySolve problemsSpeak upSubject matter expertSuccession planTake actionTolerantThink and act globallyThink creativelyThink strategicallyThrive in ambiguityTrack new technologyTransparentTreat people fairlyValue drivenWork across boundariesWork with senior leadersWrite professionally. Suhaka is the author of The Leadership Competencies Library and Leadership Competencies Modeling and is the managing director of Suhaka Leadership Development Associates. He received his bachelors degree in advertising and marketing from Brigham Young University and his Masters Degree in instructional design from Utah State University. Michael has 11 years experience in the fields of training and development and leadership development.
He has managed leadership development, executive development, and succession planning for a global organization.During his career, Michael has gained particular expertise in building and implementing leadership competencies models. Michael has presented at local, national, and international conferences on training and development topics including ASTD International and ISPI.Unique to Michael is that along with his leadership development experience at the highest levels of human resource, he has also worked in multiple executive-level positions in operations, giving him a unique view into the 'real world' of leadership development. Jorgensen is a co-author of The Leadership Competencies Library. He received his Bachelors degrees from Southern Utah in Sociology and Interpersonal Communication, his Masters degree in advanced research methods and his Ph.D. In Sociology from the University of Nebraska. Dr.
Jorgensen is a recognized expert with over 15 years experience as a professor and consultant to some of the most recognizable organizations in the world.Edan's expertise is centered on data and psychometrics that assist in the processes of talent management (including 360 degree surveys), development, talent acquisition/retention, executive selection, performance metrics, and workplace culture.Dr. Jorgensen has designed, implemented and coached talent management processes for organizations such as The Ritz Carlton, Denver Health, Henry Ford Health Systems, Talent Plus, National Research Corporation, Basic Research Inc., and The Church of Jesus Christ of Latter-day Saints..
Competency Development Guide Learning Agility Defined: The willingness and ability to learn from experience and the ability to apply what you’ve learned for effective performance in new or unfamiliar conditions. Why is Learning Agility Important? Agility is important at two levels – organizational and for employees, especially leaders.