Competencies

In Short

Define and assess leadership/role-specific capabilities
Best for: Competency frameworks and definitions
Competencies is a structured tool for coaching and facilitation. Define and assess leadership/role-specific capabilities. It provides a repeatable framework that can be adapted to individual, team, and leadership development contexts.
Type of tool: Competency frameworks and definitions
Expected outcomes:
- Improved ability to define and assess leadership/role-specific capabilities
- A concrete action or development plan to take forward from the Competencies process

In Detail

Competencies is a structured framework designed to help coaches, leaders, and facilitators define and assess leadership/role-specific capabilities. It sits within the category of Competency frameworks and definitions, making it particularly useful for practitioners working on capability development, team performance, and individual growth in organisational settings.

In practice, Competencies is delivered as a 4-step process. The process begins by select a competency framework relevant to the role (e. The session closes by build an Individual Development Plan with specific actions, stretch assignments, and learning resources for each priorit. The structured approach ensures that participants move through a consistent experience while leaving room for the facilitator to adapt pacing and depth to the group's needs.

Competencies provides a shared vocabulary that persists beyond the session itself. When team members reference the same model in day-to-day work, coaching outcomes become embedded in practice rather than remaining as isolated insights from a single workshop.

How to Use

1. Select a competency framework relevant to the role (e.g., 20twenty, Lominger, Korn Ferry). 2. Rate the individual against each competency using observed behaviour evidence. 3. Identify the top 3 development priorities based on importance to the role vs current level. 4. Build an Individual Development Plan with specific actions, stretch assignments, and learning resources for each priority.

Pros and Cons

Pros	Cons
Provides a shared vocabulary that persists after the session and supports ongoing conversations Structured approach ensures consistent application across different cohorts and contexts Directly addresses the challenge of define and assess leadership/role-specific capabilities through a proven conceptual structure	Risk of over-applying the model — not all situations fit neatly into any single framework Conceptual frameworks require skilled facilitation to connect theory to participants' actual work Some models have limited research evidence; practitioners should be transparent about this

Created by Various (Boyatzis, Spencer & Spencer, Lominger/Korn Ferry)

When to Use

This tool is suited to the following coaching and facilitation contexts:

Context	Relevant
Individual Coaching	✓
Team Coaching
Leadership Development	✓
Facilitation / Workshop
Online / Virtual

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