OPM's Leadership Competency Framework

In 1991, the Office of Personnel Management identified and validated individual and organizational competencies that are important for the effective performance of supervisors, managers, and executives. It has evolved and the current model defines a set of 27 competencies, grouped into five categories that track with executive core qualifications for the senior executive service, though they are applicable to all levels of supervision and management.

OPM LEADERSHIP COMPETENCIES
Leading Change	. Flexibility . Resilience . Service Motivation . Continual Learning	. Creativity/Innovation . Vision . External Awareness . Strategic Thinking
Leading People	. Integrity/Honesty . Cultural Awareness	. Conflict Management . Team Building
Building Coalitions/Communications	. Oral Communication . Written Communication . Interpersonal Skills	. Influencing/Negotiating . Partnering . Political Savvy
Results Driven	. Decisiveness . Customer Service . Technical Credibility	. Problem Solving . Accountability . Entrepeneurship
Business Acumen	. Human Resources Management . Financial Management . Technology Management

This framework provides an interesting approach to thinking about our leadership skills.  Of course, not all competencies are equal-- some are more important than others depending on the job, culture, environment, and leadership level.   I'll use this framework over the course of the year to touch upon key competencies and how we can strengthen them.

For more information:
http://www.chcoc.gov/Transmittals/Attachments/trans751.pdf