Competency Models Of Firms

Born Rich

The competency Model (Competency Wheel) represents the competencies, along with the shared values, that has determined are required for
success – for firms and professionals.
In this Model, there are 12 competencies that contribute to successfully building value in three areas: Clients, Talent, and Firm.

These competencies apply to professionals at all levels. However, the level of proficiency expected may change at different stages in one’s career. Each competency reflects the progression – in knowledge, skills, and behaviors – that is necessary for success throughout a professional’s career.

There are two types of competencies, which reflect the knowledge, skills, and behaviors required for successful performance in firms:
• Core competencies that are common across, and
• Specialized competencies that are unique to a particular function.

How the Competency Model Is Organized

The competencies in this Model, reflect the business outcomes expected of firms of professionals based on their roles and responsibilities contributing to achieving results in the following contribution areas:

  1. Providing Exceptional Service to Clients,

2. Developing Talents, and

3. Growing the Firm and its Brand.

The competencies are:
• Manages Quality & Risk
• Focuses on Client
• Knows the Business & the Industry
• Solves Problems
• Develops Others
• Develops Self
• Builds Relationships
• Communicates Clearly & Effectively
• Manages Change & Ambiguity
• Develops Business
• Manages and Executes Projects
• Manages Results

How Each Competency Is Presented

In this Model, each competency is presented in a standard format with the following elements:
A title that names the competency, followed by a definition of the competency
Serving as column labels are the three proficiency levels:
• At the foundation level, we (referring to the collective views and expect professionals to demonstrate these basic behaviors.
• At the advanced level, we expect professionals to demonstrate behaviors at a higher skill level, due to increased experience.
• At the mastery level, we expect professionals to demonstrate behaviors at the role model or subject matter expert level.
Under these labels are the behaviors that indicate how each professional is expected to exhibit the competency, i.e., the observable descriptors of what he/she “says” or “does.”

Target Proficiency Level – the expected proficiency level of competencies for different roles.

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