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To round out this series on competence the four ‘final’ people oriented competencies defined through our teams research.

ORGANISATIONAL COMMITMENT

A) Understands and follows the organization’s ethical rules, policies and regulations and works actively towards its vision, mission, goals and aspirations.

B) Shows concern for the image of the organisation and talks positively about the company, its personnel, objectives and goals.  Helps and cooperates with others to ensure the best possible results.

C) Actively seeks knowledge about the organisation’s, values, systems, products and personnel and particularly the relationships of own work unit with other work units operations.

D) Is prepared to set aside personal priorities and willingly strives to achieve the organisation’s overall vision and mission in addition to his or her own work units goals, objectives and strategies.

LANGUAGE SKILLS (A MODERN REALITY)

A) Speaks and writes own language at a high level and can verbally communicate in at least one other relevant language at a competent level.

This is a minimum requirement however if individuals truly want to excel in the international business arena and globalized economy it will be reasonable to expect them to achieve B, C and/or D below.

B) Speaks and writes and fluently at least one other regional language/dialect.

C) Speaks and writes fluently at least one other appropriate foreign language.

D) Speaks and writes fluently in at least two other appropriate foreign languages preferably assuming English as “mother tongue” one Asian language (Chinese or Japanese) and one European language (Spanish or Russian).

AN EXPERT LISTENER

A) Is attentive.  Displays an interest in matters being discussed without being distracted by mechanical/electrical communication devices.

B) Asks appropriate questions and summarizes other points or statements to clarify meaning and confirm understanding.

C) Has developed skills of hearing, interpreting and understanding and is able to use appropriate gestures, body language and verbal responses to signal understanding.

D) Able to maintain attention for long periods and is able to avoid preconceived ideas and feeling about a topic or the message sender.

AN IMPACTFUL PERSONALITY

A) Has a high level of personal energy and a happy disposition and is readily listened to and respected by others.

B) Has a high level of personal confidence and presents a positive posture, bearing, mannerisms and communication styles.

C) Presents logical arguments soundly based on facts, knowledge and proven experience.

D) Is a recognised leader and or expert in his field and able to command respect amongst people of high calibre in both his/her own and other fields of expertise.

Competence modelling and development is one of my areas of expertise and I have only covered here (and in number of the past few article posts) the “people oriented” side of the equation. I have not posted on either the basic work/job competencies or customer orientation needs. If you need help with this type of analysis please contact me through the website.

ps For other blog posters: If you blog or post articles you can get paid for them, below is a great way to become your own media boss and make some money whilst increasing your blog or site’s exposure.

I’ve looked at a lot of stuff on the net however this is one of the best programs I have found! More bang for your buck as they say!

Ric-orglearn

Ric (orglearn) **Link for direct page viewers return to main career success blog to check out other posts!

pps: While you’re here take a look at the free blank resume form and perhaps you can insert some new competencies in your resume!

Tags: career success, competence modeling, copetence requirements, developing competence, globalized workforce, globally employable, leading people, organizational commitment, people oriented, seeking excellence, self development, valuable employee, winning at work

This entry was posted on Wednesday, October 7th, 2009 at 6:14 am and is filed under career advice, communication, employment, finding managers, human relations, inspiring staff, leader selection, leadership, life skills, management leadership, success. You can follow any responses to this entry through the RSS 2.0 feed. You can leave a response, or trackback from your own site.