Competency
|
Description
|
Recruitment |
The ability to:
- identify key skills required in your team,
- powerfully interview a candidate
- interview both for aptitude as well as attitude
- ask questions to identify values to identify a person's fit within
the culture
- ask questions with no right answer
- understand the labour law implications
- negotiate salary
|
Induction |
The ability to:
- develop a relationship with your new staff
- gain long term commitment through right from day 1
- manage the change process a new person will go through
- provide opportunities for new staff to improve commitment and
motivation
- integrate new staff into team
- transfer knowledge to new staff re values, norms
expectations and history of the role
|
Talent Development |
The ability to:
- identify the unique talents in each person
- understand each persons career aspirations, and assist them
in developing their skills accordingly
- adapt your leadership style to suit the staff members needs
- improve competency as well as improve commitment of staff
- have a development discussion
- create a development and learning plan for each person that
focuses on technical, growth and life aspects
|
Building a team |
The ability to:
- create a common purpose for a team
- align team members to collaborate and work well together
- create an effective team that respects and trusts each other
|
Performance
Feedback |
The ability to:
- give positive and negative feedback
- to turn around non-performance
- give feedback to all staff members including high performers
- have meaningful performance discussions with your staff
- manage a performance process that results in exit from the
team
|
People Focused |
The ability to:
- motivate your staff
- be approachable and trusted by your staff
- be open to different personality types
- be non-judgemental of team members
- acknowledge individuals for the little things
- have meaningful relations with your team
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