Leadership Competencies

Building a Leadership Model That Inspires

The challenge:
The company wanted to strengthen its management team and bring clarity to what’s expected of its leaders. At the time, leadership varied widely in maturity and style. Decisions, priorities, and communication often reflected personal preferences rather than a shared standard.

The goal:

• Define a unified leadership competency model

• Make it clear and relatable to employees and managers

• Use it as a foundation for growth, feedback, and performance reviews

What we did:

• Held in-depth interviews with managers and top executives

• Identified what strong leadership looks like in the company’s culture

• Created a tailored competency model for three levels of leadership

• Brought each competency to life through behavioral indicators

• Introduced the model to the leadership team during an interactive session

• Offered recommendations for integrating the model into HR processes like evaluations, promotions, and development

The result:

• A common language around what leadership means in this company

• Managers now clearly understand what’s expected of them—and how to grow

• A roadmap was born for mentorship, performance evaluations, and promotions

• The model became the backbone of 1:1 conversations and review cycles

Key insights:

• A competency model only works if it’s living, breathing, and tailored to your business reality

• When leaders co-create the model, they own it—and use it