FujiFilm Leadership Competency Workshop Summary

1. OH 1
International Minh Viet Co., Ltd.
Leadership Competency
Model Workshop
May 2 – 4, 2003
Phu Hai Resort
Phan Thiet, Vietnam

2. OH 2
PURPOSE
The purpose of the three-day workshop
was to engage the senior leaders of
International Minh Viet Co., Ltd. in
creating a leadership competency
model that is aligned with and
supportive of the organization’s vision,
strategic objectives and desired culture.

3. OH 3
OBJECTIVES
1. Identify the leadership competencies that
International Minh Viet Co., Ltd. need to
achieve its’ strategic objectives. Status:
Achieved
2. Identify a subset of “core” leadership
competencies that are critical to all
leadership positions in International Minh
Viet Co., Ltd.. Status: Achieved
3. Prepare a definition for each leadership
competency that is identified. Status:
Achieved

4. OH 4
Reasons for Developing Senior
Leadership Competencies
 Focus attention and dollars on developing the
leadership competencies that make the biggest
difference (core competencies and others that are
critical to successful job performance).
 Be more specific about, and communicate, what
behaviors are expected of International Minh Viet
Co., Ltd. leaders in the organization.

5. OH 5
How Can Leadership Competencies
Developed?
The International Minh Viet Co., Ltd.
leadership competency model can be
developed on the basis of key themes drawn
from:
– International Minh Viet Co., Ltd.’s vision, mission, strategy and
objectives.
– International Minh Viet Co., Ltd.’s desire to develop its business
and its people.
– Input from International Minh Viet Co., Ltd.’s leadership team on
desired leadership characteristics.
– Reviews of other management/leadership competency models.

6. OH 6
CHARACTERISTICS
Needed to Play & Needed to Win
Needed to Play:
Business Sense Culture Open Minded
Integrity Delegation Relationship
Communication Skill Diplomatic General Product
Stress Tolerance Selling Skill Planning
Negotiation Skill Consultancy Technical
Computer Skill Problem Solving Social Conscious
Management Skill Flexibility Sense of Humor
Teamwork Negotiation Empathy
Technical Skills Respectful Product Knowledge
Friendly Experience Self-confident
Persuasive Sincere Friendly
Reasonable Fairness Diplomatic
Need to Win:
Clear Vision Professional Integrity
Leadership Empowering Motivation
Environment Friendly Hard Working Profit Oriented
Innovation Dynamic Predictability

7. OH 7
LEADERSHIP COMPETENCIES
& ORIGINAL DEFINITIONS
Delegation & Empowering: Delegate responsibility to appropriate
subordinates with authority, to accomplish tasks within time limit,
with clear objective with his or her initiative.
Developing Others: Improving skill and talent by challenging the
ability of others and encourage development after evaluating their
strength through training, coaching, feedback, assignment to
suitable job and providing career development.
Teamwork: Working with others effectively to achieve company
goals by sharing experience, knowledge, information. Collaborate,
participate and support each other with open-minded, heart in
respectful conditions.
Customer Driven: Creating Loyal and profitable customers by
serving them will full satisfaction and anticipating their needs by
listening and committing in order to meet their requirements as well
as maintaining good relationship for long term cooperation.
Planning: Analyzing and understanding the current situation
forward date, market, technology in order to prepare and arrange
the resources consisting of manpower, utilities, finance needs for
achieving company objectives.
Good Example: Ability to demonstrate a model in terms of action
and commitment that guide people to achieve the company goals
innovatively and properly. The leader would be able to act as a point
of reliability and support to the subordinates with respect to WHAT
the leader coaches, says and thinks.
Business Acumen: To understand in-depth of all aspects related to
the business externally s well as internally. Thereby, the leader is
able to apply his or her business know-how into optimizing the
company profitability and productivity.
Open Minded: Be receptive and responsive to all exchanged ideas
from subordinates for the sake of improving whatever the team
undertakes. This positive attitude of the leader would encourage,
motivate people to dedicate themselves fully towards common
objectives.
Achievement Orientation: Relentlessly strives to exceed past
performance standard and win by out performing the competition.
Always creates an inspirational working spirit, under which people
are willing to strive for the best. To achieve the business goal
profitably and efficiently.
Responsibility: Always remains accountable to delegated job.
Actively engages others in the establishment of goals and
performance expectations to build acceptance and commitment.

8. OH 8
LEADERSHIP COMPETENCIES
& FINAL DEFINITIONS
Delegation & Empowering: Delegate responsibility to the
appropriate colleague along with the authority to accomplish the
task(s) within the specified time frame, by providing clear
objectives and guidelines and to permit the individual to use his or
her initiative.
Developing Others: Improving competencies by providing the
appropriate environment that will challenge the ability of others and
encourage development after evaluating colleagues strengths and
areas of needed improvement.
Teamwork: Working with others effectively to achieve company
goals by sharing experience, knowledge, and information. We will
collaborate with, be participative, respectful of and support each
other.
Customer Driven: Aggressively seeking, anticipating and
understanding customer requirements, and to commit passionately
to serve them exceeding their expectations. It includes serving all
external customers, colleagues and suppliers.
Planning: Establish individual, team, department, and company
objectives and define strategies, taking into consideration the
required resources, for successful achievement of the objectives.
Good Example: All leaders will consistently exhibit the desired
behaviors so all colleagues will conduct themselves in a way that is
appropriate and in line with company’s values and culture.
Business Acumen: An in-depth understanding and application of
all aspects (externally and internally) related to our business.
Thereby, the leader is able to effectively apply his or her business
know-how into optimizing the company’s profitability.
Open Minded: Be receptive and responsive to all information and
exchange of ideas from colleagues and other resources in order to
develop ourselves, in terms of a business perspective, and to
improve the business results.
Achievement Orientation: Relentlessly strive to exceed past
performance and out perform the competition. Create an
inspirational working environment in which people are highly
motivated and committed to achieving the desired business
results.
Responsibility: To be accountable for performance results
regardless if work is delegated. Actively engage others to establish
goals and performance expectations in order to build confidence,
acceptance and commitment.

9. OH 9
LEADERSHIP COMPETENCIES
(including “core” competencies)
1. Delegation & Empowering (12) * (9)
2. Developing Others (23) (2)
3. Teamwork (21) * (13)
4. Customer Driven (10) (2)
5. Planning (13) * (13)
6. Good Example (10) (7)
7. Business Acumen (10) (8)
8. Open-Minded (16) (5)
9. Achievement Orientation (17) * (12)
10. Responsibility (14) (5)
Number in parenthesis indicates points given to each competency by the group during the selection process. Smaller number in
parenthesis indicates points given to core competencies. Asterisks indicates the core competencies required of all leaders in
the organization.

10. OH 10
Leadership Competency 1
Final Definition
*Delegation & Empowering:
Delegate responsibility to the
appropriate colleague along with the
authority to accomplish the task(s)
within the specified time frame, by
providing clear objectives and
guidelines and to permit the individual to
use his or her initiative.

11. OH 11
Delegation & Empowering
Behavioral Indicators
• Delegates assignments / tasks appropriately to other colleagues
(subordinates, peers, and supervisor).
• Allocates the necessary responsibility and authority to colleagues in
order to successfully complete delegated assignments / tasks. Invests
others with the power and authority to accomplish assignments / tasks
successfully.
• Effectively utilizes colleagues.
• Uses delegation as a tool for development purposes.
• Ensures that assignments / tasks are delegated to those who are
capable of successfully completing the assignments / tasks.
• Provides clear objectives and guidelines, including timeframe, to others
when delegating assignments / tasks but permits individuals to use
their initiative to accomplish specifics related to the assignments /
tasks.
• Is available to answer questions and / or assist those to whom the
assignment / tasks are delegated.

12. OH 12
Leadership Competency 2
Final Definition
Developing Others:
Improving competencies by providing
the appropriate environment that will
challenge the ability of others and
encourage development after evaluating
colleagues strengths and areas of
needed improvement.

13. OH 13
Developing Others
Behavioral Indicators
• Provides coaching as necessary to assist colleagues to develop on the
job.
• Accurately evaluates the strengths and development needs of the
colleagues.
• Creates a work environment where on-going learning and development
is encouraged.
• Shows interest in colleagues’ long term career development; works
with colleagues to build and implement a plan for career development.
• Arranges appropriate training and development opportunities (e.g.
formal training, on-the-job training, special assignments, etc.) for
colleagues to foster on-going learning and development.
• Regularly provides balanced and constructive feedback by letting
colleagues know what they are doing well and where they can improve.
• Encourages others to make best use of their talents.

14. OH 14
Leadership Competency 3
Final Definition
*Teamwork:
Working with others effectively to
achieve company goals by sharing
experience, knowledge, and
information. We will collaborate with, be
participative, respectful of and support
each other.

15. OH 15
Teamwork
Behavioral Indicators
• Keeps the team focused on the assignments / tasks that need to be
accomplished.
• Provides the team with a clear sense of direction.
• Uses various methods to motivate team members to achieve team
goals.
• Arouses a strong desire in others to succeed no matter how
challenging the assignments / tasks.
• Takes charge and organizes the necessary resources effectively.
• Clearly defines team goals and performance expectations.
• Promotes a clear sense of purpose among team members.
• Shares information (knowledge, skills, abilities, etc.) with team
members so goals can be achieved.
• Stresses the importance of all team members contributions.
• Respects the opinions of all team members.

16. OH 16
Leadership Competency 4
Final Definition
Customer Driven:
Aggressively seeking, anticipating and
understanding customer requirements,
and to commit passionately to serve
them exceeding their expectations. It
includes serving all external customers,
colleagues and suppliers.

17. OH 17
Customer Driven
Behavioral Indicators
• Regularly monitors customer satisfaction; continually seeks customer
input and feedback by asking questions and listening to their input.
• Continually seeks to meet customer requirements and exceed their
expectations by looking for ways to add value or improve performance.
• Demonstrates a passion to serve the company’s customers by
anticipating and meeting their requirements.
• Maintains open and clear communication with customers to ensure
mutual understanding of requirements and expectations.
• Demonstrates a commitment to understanding and doing what is the
best for customers by consistently considering the impact of actions or
decisions on the customer.
• Treats all who are agents of the company (I.e. colleagues, suppliers,
joint venture partners, etc.) with the same level of services and respect
that is given to and expected by external customers.

18. OH 18
Leadership Competency 5
Final Definition
*Planning:
Establish individual, team, department,
and company objectives and define
strategies, taking into consideration the
required resources, for successful
achievement of the objectives.

19. OH 19
Planning
Behavioral Indicators
• Provides a strategic perspective.
• Takes account of market trends in developing strategies and plans.
• Thinks on a broad canvas, envisages what might be as well as what is.
• Able to stand back from immediate problems to focus on more far
reaching issues.
• Establishes clear priorities / objectives when developing plans for
individuals, teams and the company.
• Breaks down strategies into manageable assignments / tasks.
• Clarifies action steps that are required for the achievement of
objectives.
• Produces comprehensive project plans.
• Builds in checkpoints, milestones and controls.

20. OH 20
Leadership Competency 6
Final Definition
Good Example:
All leaders will consistently exhibit the
desired behaviors so all colleagues will
conduct themselves in a way that is
appropriate and in line with company’s
values and culture.

21. OH 21
Good Example
Behavioral Indicators
• Publicly models behaviors that support the company’s vision, goals
and change initiatives; sets an example for others in terms of what
needs to be done to achieve it (I.e. walks the talk; models the way).
• Communicates a sense of purpose and vision that inspires and
energizes others to support company initiatives, goals and needed
change.
• Sets an example for others in terms of the company’s values and
culture.
• Sets high standards of performance for self and others.
• Can be trusted not to compromise on standards.
• Shows drive, enthusiasm, determination and commitment in all that he
or she does.

22. OH 22
Leadership Competency 7
Final Definition
Business Acumen:
An in-depth understanding and
application of all aspects (externally and
internally) related to our business.
Thereby, the leader is able to effectively
apply his or her business know-how into
optimizing the company’s profitability.

23. OH 23
Business Acumen
Behavioral Indicators
• Understands the role and the interrelationships of each business
function (I.e. sales, operations, finance, etc.) including how each adds
value to the company.
• Applies knowledge of business fundamentals and marketplace drivers
to enhance profitability and performance.
• Uses understanding of business fundamentals and financial data to
evaluate the viability of business strategies and opportunities.
• Understands the economic and marketplace drivers of the industry and
how they relate to the company’s ability to remain competitive.
• Keeps up-to-date on current business trends and identifies specific
implications for the company.

24. OH 24
Leadership Competency 8
Final Definition
Open Minded:
Be receptive and responsive to all
information and exchange of ideas from
colleagues and other resources in order
to develop ourselves, in terms of a
business perspective, and to improve
the business results.

25. OH 25
Open Minded
Behavioral Indicators
• Willing to listen to and accept ideas, information, suggestions,
comments and feedback from all colleagues and customers for the
benefit of the company.
• Takes all available information into account when making decisions.
• Makes sound decisions based on consideration of a variety of
information and alternatives.
• Seeks all relevant information for decision making purposes.
• Consults widely with others when analyzing issues.
• Seeks information from diverse sources in an attempt to get to the
bottom of issues.
• Asks probing questions to establish the facts about a situation or
problem.
• Understands the role of different functions and the interplay between
them.

26. OH 26
Leadership Competency 9
Final Definition
*Achievement Orientation:
Relentlessly strive to exceed past
performance and out perform the
competition. Create an inspirational
working environment in which people
are highly motivated and committed to
achieving the desired business results.

27. OH 27
Achievement Orientation
Behavioral Indicators
• Does not give up easily when faced with obstacles; looks for ways to
succeed no matter what the challenge.
• Creates a work environment where people stretch beyond what they
thought they could do by encouraging them to set challenging goals
and accept only the best.
• Demonstrates a passion for “raising the performance bar:” continually
sets higher standards to improve individual and organizational
performance.
• Benchmarks against “best in class” to establish performance
measures.
• Relentlessly strives to exceed past performance standards and win by
out-performing in all areas.

28. OH 28
Leadership Competency 10
Final Definition
Responsibility:
To be accountable for performance
results regardless if work is delegated.
Actively engage others to establish
goals and performance expectations in
order to build confidence, acceptance
and commitment.

29. OH 29
Responsibility
Behavioral Indicators
• Holds self and others accountable for their actions and achieving
results.
• Establishes and communicates clear performance expectations and
standards to others including how their performance will be evaluated.
• Fosters a work environment where people are personally responsible
and accountable for achieving results.
• Confronts performance problems in a timely manner; takes corrective
action to improve performance.
• Encourages others to take personal ownership of responsibilities by
giving them appropriate authority to take action and make decisions.
• Actively engages others in the establishment of goals and performance
expectations to build acceptance and commitment.
• Recognizes and rewards performance that meets or exceeds
expectations.

30. OH 30
Competency / Characteristic Links
Characteristic Competencies
Commitment 1, 2, 3, 4, 6, 7, 8, 9, 10
Problem Solving 1, 3, 4, 6, 7, 8, 10
Culture 1, 2, 3, 4, 5, 6, 7, 8, 9, 10
Flexibility 1, 2, 3, 4, 6, 8, 10
Delegation Selected as a competency
Diplomatic 3, 4, 6, 8, 10
Teamwork Selected as a competency
Psychology 1, 3, 4, 6, 8, 10
Consistency 1, 3, 4, 5, 6, 8, 9, 10

31. OH 31
Competency / Characteristic Links
Characteristic Competencies
Result Oriented Selected as a competency
Open Minded Selected as a competency
Selling Skill 2, 3, 4, 6, 8, 9, 10
Dynamic 1, 3, 4, 6, 8, 9, 10
Discipline 1, 2, 3, 4, 5, 6, 8, 9, 10
Sharp 1, 3, 6, 8, 10
Resourceful 1, 2, 4, 5, 6, 7, 8, 10
Self-Confidence 1, 3, 4, 6, 8, 9, 10
Sense of Belonging 1, 2, 3, 4, 6, 7, 8, 9, 10

32. OH 32
Competency / Characteristic Links
Characteristic Competencies
Innovation 1, 2, 3, 4, 5, 6, 7, 8, 9, 10
Consultancy 1, 2, 3, 4, 5, 6, 8, 9, 10
Dedication 1, 2, 3, 4, 6, 7, 8, 9, 10
Time Management 1, 2, 3, 4, 5, 6, 7, 8, 9, 10
Assertiveness 1, 3, 4, 5, 6, 8, 9, 10
Profit Oriented 1, 4, 5, 6, 7, 8, 9, 10
Development Selected as a competency
Clear Vision 1, 2, 4, 5, 6, 7, 8, 9, 10
Professional 1, 2, 3, 4, 5, 6, 7, 8, 9, 10

33. OH 33
Competency / Characteristic Links
Characteristic Competencies
Integrity 1, 3, 4, 5, 6, 7, 8, 9, 10
Management Skill 1, 2, 3, 4, 5, 6, 7, 8, 9, 10
Communication Skill 1, 2, 3, 4, 5, 6, 7, 8, 9, 10
Leadership Skill 1, 2, 3, 4, 5, 6, 7, 8, 9, 10
Negotiation Skill 1, 2, 3, 4, 5, 6, 7, 8, 9, 10
Business Sense 1, 4, 5, 6, 7, 8, 9, 10
Technical 1, 2, 4, 5, 6, 8, 9, 10
Product 2, 4, 5, 6, 7, 8, 10
Training 1, 2, 3, 4, 6, 7, 8, 10

34. OH 34
Competency / Characteristic Links
Characteristic Competencies
Empowering Selected as a competency
Responsibility Selected as a competency
Smart 1, 4, 6, 8, 9, 10
Experience 1, 2, 3, 4, 5, 6, 7, 8, 9, 10
Efficiency 1, 2, 3, 4, 6, 7, 8, 10
Well Informed 1, 2, 3, 4, 5, 6, 7, 8, 9, 10
Predictability 1, 2, 3, 4, 5, 6, 7, 8, 10
Planning Selected as a competency
Motivation 1, 2, 3, 4, 6, 7, 8, 10

35. OH 35
Competency / Characteristic Links
Characteristic Competencies
Fast Decisions 1, 2, 3, 4, 6, 8, 10
Good Analysis 1, 2, 3, 4, 5, 6, 7, 8, 9, 10
Good Example Selected as a competency
Stress Tolerance 1, 2, 3, 4, 6, 8, 10
Winning Competition 1, 3, 6, 8, 10
Working Skill 1, 2, 3, 4, 6, 7, 8, 9, 10
Business Skill 1, 2, 3, 4, 5, 6, 7, 8, 10
Coordination 1, 2, 3, 4, 5, 6, 7, 8, 10
Presentation 1, 3, 4, 5, 6, 7, 8, 10

36. OH 36
Competency / Characteristic Links
Characteristic Competencies
Influence 3, 4, 5, 6, 7, 8, 9, 10
Honesty 3, 4, 5, 6, 7, 8, 9, 10
Technology 3, 6, 7, 8, 10
Listening 1, 2, 3, 5, 6, 7, 8, 9, 10
Computer Skill 2, 3, 4, 5, 6, 7, 8, 10
Stamina 1, 3, 4, 6, 8, 10
Maturity 1, 3, 4, 6, 8, 10
Environmentally Friendly 3, 6, 7, 8, 10
Well Educate 6, 7, 8, 9, 10

37. OH 37
Competency / Characteristic Links
Characteristic Competencies
Updated 1, 2, 4, 5, 6, 7, 8, 9, 10
General Knowledge 2, 4, 5, 6, 7, 8, 9, 10
Relationship 1, 2, 3, 4, 6, 7, 8, 9, 10
Good Direction 1, 2, 3, 4, 5, 6, 7, 8, 9, 10
Inspiration 3, 5, 6, 7, 8, 9, 10
Loyalty 2, 3, 4, 6, 7, 8, 9, 10
Respectful 1, 3, 4, 6, 7, 8, 9, 10
Hard Working 1, 3, 4, 5, 6, 7, 8, 9, 10
Accurate 3, 6, 8, 10

38. OH 38
Competency / Characteristic Links
Characteristic Competencies
Decisiveness 1, 4, 5, 6, 8, 9, 10
Active – Persuasive 3, 5, 6, 8, 9, 10
Cost Conscious 4, 5, 6, 7, 8, 9, 10
Political 6, 7, 8, 10
Fairness 1, 3, 4, 6, 7, 8, 9, 10