Management Competency Frameworks for 360 Degree Feedback

We’ve assembled a portfolio of off the shelf competency frameworks for you to use in your 360 degree feedback projects. The frameworks we have put together here are our most popular ones which are suitable for the vast majority of our customers. But if you have your own competency framework or a specialised application then you can use our Profiler Tools to build your own questionnaires.

Directors and Business Leaders

Aimed at: senior managers and directors who have cabinet level responsibility for running their organisations as well as ambassador role in the wider business environment.

(All competencies are mandatory)

Competency – Team-working –  the ability to develop teams at company level, to improve their effectiveness through personal commitment and to role-model team behaviours
Competency – Developing self and others –  the ability to improve own performance and to help others to develop into the next job
Competency – Adaptability/Change Management – the ability to respond & adapt to changing circumstances and to manage, solve problems and provide solutions in a climate of ambiguity
Competency – Conceptual Thinking and Innovation – the ability to generate new ideas through original thought
Competency – Analytical thinking – the ability to analyse, investigate & interpret data, issues & situations
Competency – Drive for results – the ability to focus oneself and others on achieving specific outcomes
Competency – Planning and Decision Making – the ability to make decisions on the best course of action and then to plan, organise, prioritise and balance resources to achieve that action
Competency – Integrity and Ethical management – the ability to work ethically according to professional & company values
Competency – Leadership and Inspiring others – the ability to use personal skills to guide and inspire individuals/groups towards achieving goals
Competency – Commercial and Financial Awareness – the ability to apply understanding of the company & industry to improve effectiveness & profitability
Competency – Strategic Awareness – the ability to steer the organisation towards a goal using strategic vision to focus business activity
Competency – Influencing and Communication – the ability to influence and persuade others and to actively manage the organisation’s communication processes

Emotional Intelligence at Work

Aimed at: A good general purpose 360 intended to measure how well people work with others, based on the Daniel Goleman definition of Emotional Intelligence. Suitable for all levels.

(All competencies are mandatory)

Competency – Self Awareness
The ability to see ourselves with our own eyes and to understand the ways we impact the world we live in
Competency – Managing Emotions
The ability to control unproductive behaviours, manage internal states, impulses and resources
Competency – Self Motivation
The ability to pursue goals with commitment, passion, energy and emotion
Competency – Managing Relationships
The ability to manage relationships effectively and build networks of relationships
Competency – Emotion Coaching
The ability to help others develop their emotional capabilities both by direct intervention and example

Middle Managers

Aimed at: Middle ranking managers and professionals in operational, professional or management roles in organisations of all sizes.

(Table 1 shows which competencies are optional or mandatory)

Team Leaders

Aimed at: Operational team leaders and managers whose primary responsibility is the day to day management of people in organisations of all sizes.

(Table 1 shows which competencies are optional or mandatory)

Senior Professionals

Aimed at: Professional staff who are employed principally for their technical expertise and who expect to work in ad hoc project teams. e.g. engineers, lawyers, accountants, economists, consultants.

(Table 1 shows which competencies are optional or mandatory)

Salesmanship

Aimed at: Professional sales people operating in organisations of all sizes.

(Table 1 shows which competencies are optional or mandatory)

table 1 – optional and mandatory competencies

Competency – Team Working – the ability to contribute to teams and to improve their effectiveness through personal commitment
Competency – Developing self – the ability to focus on own development and to take action to learn
Competency – Developing others –  the ability to improve performance through training and development of individuals and teams
Competency – Motivation – the ability to support and encourage individuals and teams, so that they give of their best
Competency – Innovation/Creative thinking – the ability to generate new ideas through original thought
Competency – Adaptability/Change Management – the ability to respond & adapt to changing circumstances and to manage, solve problems and provide solutions in a climate of ambiguity
Competency – Conceptual Thinking – the speed of understanding, mental dynamism and the ability to grasp and create concepts/models
Competency – Analytical thinking – the ability to analyse, investigate & interpret data, issues & situations
Competency – Delivering results – the ability to focus oneself and others on achieving specific outcomes
Competency – Resilience – the ability to be resilient and to achieve through repeated effort
Competency – Decision Making – the ability to evaluate or judge the best course of action and to make decisions at the appropriate speed
Competency – Planning and Organising – the ability to plan, organise and prioritise work. Balancing resources, skills, priorities and timescales to achieve objectives
Competency – Integrity and Ethical management – the ability to work ethically according to professional & company values
Competency – Leadership and inspiring others – the ability to use personal skills to guide and inspire individuals/groups towards achieving goals
Competency – Commercial and financial awareness – the ability to apply understanding of the company & industry to improve effectiveness & profitability
Competency – Customer focus – the pursuit of the highest level of customer service
Competency – Strategic awareness – the ability to steer self and others towards a goal using strategic vision to focus business activity
Competency – Influencing – the ability to influence and persuade others
Competency – Communication – the ability to give and gather information and to actively manage the communication process
Competency – Relationship Building – the ability to get on well with a wide range of people and build long term trusting relationships
Competency – Applied Professional and Technical skills – the ability & expertise to apply technical, professional & operational knowledge & skills
Competency – Time Management – the ability to make most effective use of one’s own time and that of others
Competency – Selling Skills – the ability to sell products and services effectively and in an ethical manner

Managing Diversity at Work

Aimed at: Managers who are expected to manage in an environment where diversity is important. Focuses on behaviour of individuals and is a useful addition to diversity training and policies.

(All competencies are mandatory)

Competency – Awareness of own prejudice
The ability to understand oneself and the impact that inbuilt values and attitudes have on others
Competency – Appreciating others needs
The ability to understand what makes people different and help them feel valued
Competency – Developing self and others
The ability to make sure that both self and others achieve their maximum potential
Competency – Diversity Champion
Making a stand and taking the lead on matters of diversity in the organisation
Competency – Motivation
The ability to motivate people with differing cultures and values
Competency – Communication
The ability to communicate sensitively and effectively when dealing with a diverse population
Competency – Intercultural Understanding
Being aware that different cultures have different styles and values and of the difficulties that may occur if these are not taken into account

Here’s what you get:-

A choice of product built on tried and tested competency frameworks (see below) of the type used for many years in Blue Chip companies to develop their people. Our competency frameworks are designed around observations of what makes an outstanding performer in any given role.
A hard hitting questionnaire designed by an industrial psychologist which will root out the behaviours, attitudes and personality traits that really matter.
Clear multiple choice questions so that you and your colleagues will find it easy to give a measured response to their perceptions of you.
An easy to use control panel which allows you to send the questionnaire to around six to ten people who you trust to give honest feedback, where you can monitor the progress of the feedback process and download your report when it is ready and your learning materials (workbook). Learn more >
Feedback is gathered by an uninvolved third party (us) so your respondents know that they can give their feedback confident that you will never see their individual responses.
A comprehensive and easy to read report which summarises your feedback and helps you to focus on your action planning.
Downloadable learning materials that will help you interpret your report and can form the basis for discussions with your manager or coach if you have one.

definitions of the above management competencies