HarbisonWalker International. Core Competencies

Transcription

1 HarbisonWalker International Core Competencies HWI Core Competency Model 1

2 TABLE OF CONTENTS Core Competencies Accountability/Drive 3 Innovation 4 Collaboration 5 Customer Focus 6 Adapting to Change 7 Technical/Functional 8 Supervisor Competencies Leading Others 10 Leader Competencies Organizational Awareness 12 Business Acumen 13 Global Perspective/Cross Cultural Agility 14 HWI Core Competency Model 2

3 Accountability/Drive Associated Values: Proactive; Results Oriented: Interdependent; Curious; Passionate Takes pride in and ownership of one s own performance by willingly accepting responsibility, and striving to achieve or exceed all expectations. Works to meet individual and company expectations in a positive manner, and in cooperation with others expectations. Proactively seeks out and accepts increased responsibilities. Open to new roles and opportunities to learn and develop new skills. Works beyond the minimum job requirements and does whatever is necessary to achieve performance expectations. Holds self and other team members accountable for achieving results. Takes personal responsibility to ensure customer satisfaction despite time pressures or significant obstacles. Exhibits high energy; gets excited about challenges and approaches them with a positive can do attitude. Focuses on how to get things done rather than why they can t be done. Expresses concern that one s own work is error free and double checks work to ensure accuracy. Willingly strives to achieve all performance expectations and deliver on commitments, including those that one may not agree with. Uses clear and unambiguous statements when making commitments of achievement and timing to avoid misinterpretations or perceived implied promises. If one can t deliver as promised, goes back to individuals involved promptly, informs them of status, and works with them to take actions to achieve the commitment. Speaks out appropriately about decisions that one feels are wrong and offers better alternatives. Openly admits mistakes and takes actions to correct the situation or change behavior. Does not rationalize away poor practices or performances. Proactively identifies issues facing the company and its intended objectives and implements solutions. Identify root cause(s) of issues and applies preventive actions. HWI Core Competency Model 3

4 Innovation Demonstrates commitment to continuous improvement by generating novel and valuable ideas that challenge the status quo to improve performance and takes the lead to realize the improvement. Associated Values: Curious; Proactive; Passionate; Open; Results Oriented Continuously reviews the way things get done and questions traditional or established processes and procedures. Tries new methods for completing required tasks, refining the methods until a better way has been implemented. Seeks constantly to improve quality and/or efficiency of processes and services. Takes action to call attention to a crisis or heighten the awareness of a need for change. Generates new ideas for creatively applying existing technologies or processes to benefit the company and its customers. Applies new ideas and creative approaches that will differentiate HWI from the competition. Displays a high level of curiosity and translates this into new approaches and solutions. Continually examines processes; builds on the ideas of others and uses information from different sources to develop ideas for business growth. Takes intelligent risks to develop new or improved solutions. Demonstrates an ability to envision the beneficial impact of possible future changes and enlists adequate support to realize. Identifies new ideas, and implements solutions, or directions to improve daily problems. Identifies breakthrough opportunities that will generate substantial new returns. Openly considers others improvement ideas. Willing to accept that they may be better than your own. Actively support the successful implementation of others ideas. HWI Core Competency Model 4

5 Collaboration Works collaboratively with all co-workers to accomplish HWI s objectives. Associated Values: Proactive; Interdependent; Open Puts the company s agenda, or the good of the whole, ahead of personal, functional, or previous divisional agenda, avoiding an us versus them mentality. Enthusiastically works with all employees, capitalizing on the strengths of their diversity. Openly shares ideas, innovations, and best practices, as well as failures, with co-workers so that others may benefit from the experience. Proactively finds ways to help peers be successful in their jobs. Solicits the input of others who are affected by plans or actions. Keeps responsible people informed of all relevant information. Pro-actively approaches others, in different organizational units to build rapport, seek or provide help and enhance one s own network of business relationships. Communicates status and work progress to co-workers openly and frequently. Follows up on inquiries and requests from peers and co-workers. Looks for alternative ways to work with others to create better results and working relationships. Treats others with understanding, empathy and respect. Treats people with respect independent of their level or disagreement with you. Respects and is tolerant of differing opinions; does not become resistant when a different opinion is expressed. Supports and acts in accordance with final group decisions even when such decisions may not entirely reflect one s own position. Gets input from internal/external contacts that are closest to the problem being solved. Is willing to compromise when it is in the best interest of the organization. HWI Core Competency Model 5

6 Customer Focus Associated Values: Passionate; Proactive; Curious; Results-Oriented Focuses one s efforts on discovering and meeting internal and external customers needs in a manner that Delights the Customer. Actively listens and asks questions to pinpoint customer expectations and key priorities. Identifies and prioritizes customers needs based on a thorough evaluation of all available information. Asks questions of customers to identify their needs or desires for improvements in services. Looks for external trends that are likely to shape the wants and needs of customers in the near future. Anticipates customer problems and proactively discusses potential solutions. Identifies viable alternatives for meeting customers needs cost-effectively and efficiently. Manages customers expectations by effectively communicating what can be done to meet their needs. Clearly communicates the rationale behind proposals and recommendations using appropriate facts and data. Stays calm in the face of a customer s anger or lack of control. Considers how actions or plans will affect customers, and responds quickly to meet customers needs. Works to remove barriers that get in the way of giving high quality service. Frequently seeks feedback from customers to assess satisfaction with service being provided. Regards customers as trusted partners and develops opportunities to build lasting relationships. Asks questions to identify customer goals/objectives/problems, rather than customer wants, and works with them to implement actions to meet the goals or solve their problems. Implements customer value (capacity, quality, reduced costs) propositions rather than selling just products or providing services. HWI Core Competency Model 6

7 Adapting to Change Associated Values: Curious, Open, Proactive Understands the benefits of short-and long-term change and responds to any change with a positive attitude and a willingness to learn new ways to accomplish work activities and accountabilities. Adapts to change quickly. Talks positively about changes with co-workers. Recognizes the merits of different approaches and uses them in accomplishing work activities. Shows willingness to learn new methods, procedures, techniques, or systems resulting from departmental or organization-wide change. Makes suggestions for increasing the effectiveness of changes. Modifies a strongly held position in response to contrary evidence. Sees the merits of different approaches to accomplishing work activities. Looks for ways to make changes work rather than only identifying why change won t work. Seeks full understanding of new procedures or methods resulting from a change. Asks questions to understand the objective(s) being sought through communicated changes. Willingly handles ambiguity during times of change. Recognizes that change is not always easy and perseveres to realize the improved state. Understands and coaches others that change is necessary to achieve progress. HWI Core Competency Model 7

8 Technical Expertise and Job Knowledge Associated Values: Curious, Open, Passionate; Proactive, Results-Oriented Applies knowledge of principles, practices and functions to perform required responsibilities and accomplish objectives. Seeks up-to-date knowledge of relevant professional practices, strategy and technology and frequently shares this knowledge with others. Achieves mastery of critical job functions. Develops and utilizes best practices. Prioritizes work duties for maximum efficiency. Demonstrates an interest in personal and professional lifelong learning and development. Treats unexpected circumstances as opportunities to learn and adopt new techniques. Broadens knowledge and skills through job shadowing and continuing education. Use newly learned knowledge and skills to complete specific tasks. Takes charge of personal career development by identifying personal interests and career pathways. Seeks and maintains membership in professional associations. Remains current and reads technical/relevant publications to stay abreast of new developments in the industry or function. Seeks process improvement through numerous resources. Utilizes core business and function specific technologies to solve business challenges. Self-nominates for roles or assignments to broaden knowledge and skills. Documents and publishes knowledge so that it is retained and others can benefit. HWI Core Competency Model 8

9 SUPERVISOR COMPETENCIES HWI Core Competency Model 9

10 Leading Others Associated Values: Curious, Open, Proactive; Results-Oriented; Passionate; Interdependent Develops and uses effective strategies and interpersonal skills to influence and guide employees toward the accomplishment of HWI s goals and objectives. Willingly and proactively shares business knowledge and expertise with direct reports so that they can do or take on more independent responsibility. Leads initiatives to change the structure, system, or talent mix of the organization to more effectively support the business strategy. Delegates responsibility to direct report(s) rather than taking charge when the employee(s) have the capability to achieve the outcome. Actively participates in assessing the strengths and development opportunities of direct reports, ensuring effective succession planning. Holds self and direct reports accountable for establishing SMART goals and achieving results. Talks with others openly and directly about problems with their performance and how it can be improved. Leads others to develop steps for clear decision-making and guidelines for when and how to ask for help. Reports on both successes and failures with equal candor. Addresses employees who are negatively affecting the team s success or morale. Encourages staff to keep one another informed and share information. Takes responsibility for motivating others to learn and retain key information and regularly assesses individual competencies and routinely addresses them by adjusting training opportunities. Supports and defends others for taking calculated risks even if they are not completely successful. Publicly celebrates successes, giving credit to others for good performance and positive contributions to the organization. Proactively provides coaching and career development suggestions to direct reports. Delivers critical information to employees in a timely manner as if the message were their own. Selflessly coaches others to build their skills and confidence. Gives others developmental tasks/assignments that they may not be ready for and supports them, even when they can perform better and quicker. Demonstrates that favorable results and behaviors are needed to be successful. HWI Core Competency Model 10

11 LEADER COMPETENCIES HWI Core Competency Model 11

12 Organizational Awareness Associated Values: Curious, Open, Proactive; Results-Oriented; Passionate; Interdependent Understands the mission, values, operations and goals of the organization. Sets clear expectations that others will act in a manner consistent with HWI s values. Does what is right rather than what is popular or expedient. Challenges the way things have always been done resulting in expression of new ideas and innovation. Promotes creativity and informed risk taking. Takes action in uncertain environments with courage and conviction. Conveys an understanding of the factors that make our vision compelling. Aligns the strategic priorities of own area with the direction and strategic priorities of the broader organization. Helps others understand the vision and what they need to do to help achieve it. Establishes an environment in which uncompromising integrity is the norm. Balances honesty with compassion. Nurtures an organizational culture that challenges others to generate breakthrough ideas and initiatives. Fosters a culture that supports people who take well-reasoned risks, regardless of outcome. Makes tough or unpopular decisions for which the interests of the company supersede the interests or concerns of individuals or business units. Addresses behavior that is inconsistent with HWI s core values, replacing people when necessary. Develops strategies that leverage core capabilities and competencies of HWI. Create or modifies a vision of the future so compelling that others are drawn to follow. Drives adherence to our Code of Conduct and has the courage to escalate non-compliance. Actively identifies candidates of diverse backgrounds, experiences, genders, and ethnicities when filling open positions. This is done with the realization that diversity results in more robust outcomes. HWI Core Competency Model 12

13 Business Acumen Associated Values: Open, Proactive; Results-Oriented; Passionate; Interdependent Understands and applies knowledge of business principles to decisions as well as contributes to the organization s strategic plan. Understands the industry and business environment in which HWI operates. Gathers and analyzes the most critical information needed to understand problems. Applies knowledge creatively to address unique circumstances and problems. Applies prudent financial judgement in decisions and actions. Creates contingency plans in anticipation of problems and to ensure success. Allocates and manages human, financial, knowledge and material resources effectively to meet changing business priorities. Demonstrates understanding of how his/her area s financial metrics contribute to the overall organization s metrics. Clearly defines complex issues despite incomplete or ambiguous information. Focuses on the crux of issues and identifies high leverage intervention points and strategies. Benchmarks against other leading business organizations to help create or maintain world class operations. Critically and logically evaluates the costs, risks and benefits of alternatives before making decisions. Makes timely decisions, balancing analysis with decisiveness. Manages assets and liabilities in an efficient and cost-effective manner in balance with appropriate risk. Makes appropriate trade-offs between current financial performance and investments with longer term potential. Supports financial decisions where the interest of HWI supersedes the interests of individuals, departments, operations or units. Serves as a strategic contributor to organizational decision making regarding fiscal, product, service, operations, human capital and technology areas. Deploys the company s resources as if they were their own. Deploys capital to achieve risk-adjusted rates of return. Collects competitor intelligence, documents, and shares with the team. Analyzes this intelligence to identify trends and develop countermeasures. HWI Core Competency Model 13

14 Global Perspective & Cross Cultural Agility Associated Values: Open, Proactive; Results-Oriented; Passionate; Interdependent Ability to value and to consider the economic environment, perspectives and backgrounds of all parties in global business. Conveys a general understanding of the HWI s global market position, opportunities, capabilities and competitive threats. Addresses cultural requirements by building sensitivity to languages, national customs, legal and regulatory environments and other country and regional differences. Uses this knowledge to adapt behaviors in order to develop beneficial relationships and improve outcomes. Helps others develop a global mind-set when looking at issues and problems. Seeks out culturally diverse ideas and points of view to achieve business success. Helps people from diverse cultural backgrounds succeed in the organization. Actively seeks out opportunities to involve or integrate those from different cultural backgrounds. Stays abreast of and anticipates important global activities and trends that could potentially impact HWI s business plans. Adapts interpersonal style or business practices to address cultural differences and taboos of individual countries. Modifies business practices to address individual countries business dynamics (e.g. market needs, marketing practices, labor practices, legal issues). Cultivates an environment that makes others feel valued regardless of cultural background. Helps people understand the business value of cultural diversity. Develops new approaches and practices that transcend individual cultures to achieve shared goals. HWI Core Competency Model 14