The document outlines various leadership competencies and abilities needed for effective leadership. It discusses skills such as setting a vision and goals, developing high-performing teams, assessing situations quickly, fostering conflict resolution, project management, employee involvement strategies, and coaching subordinates. Effective leaders display attributes that inspire loyalty, provide a sense of trust, and rally teams during difficult times. They embrace change and work to continuously improve the areas needing the most progress.

1. L e a d e r s h i p C o m p e t e n c i e s
These are the skills needed to drive the organization onto the cutting edge of new technologies.
Leadership Competencies form the basic structure that separates leaders from bosses. These skills
create the walls and interiors of the pyramid. Without them, a leader is just a hollow windbag, or as Scott
Adams of Dilbert fame best characterizes it, "a pointy-head boss."
L e a d e r s h i p A b i l i t i e s
Displays attributes that make people glad to follow. Provides a feeling of trust.
Rallies the troops and builds morale when the going gets tough.
V i s i o n i n g P r o c e s s
Applies effort to increase productiveness in areas needing the most improvement.
Creates and set goals (visions).
Senses the environment by using personal sway to influence subordinates and peers.
Gain commitment by influencing team to set objectives and buy in on the process.
Reinforces change by embracing it (prevents relapse into prior state).
C r e a t e a n d L e a d T e a m s
Develops high-performance teams by establishing a spirit of cooperation and cohesion for
achieving goals.
Quickly takes teams out of the storming and norming phases and into the performing phase.
A s s e s s S i t u a t i o n s Q u i c k l y a n d A c c u r a t e l y
Takes charge when the situation demands it. Makes the right things happen on time.
F o s t e r C o n f l i c t R e s o l u t i o n s ( w i n - w i n )
o Effectively handles disagreements and conflicts.
o Settles disputes by focusing on solving the problems, without offending egos.
Provides support and expertise to other leaders with respect to managing people.
o Evaluates the feasibility of alternative dispute resolution mechanisms.

2. P r o j e c t M a n a g e m e n t
o Tracks critical steps in projects to ensure they are completed on time.
o Identifies and reacts to the outside forces that might influence or alter the organization's goals.
o Establishes a course-of-action to accomplish a specific goal.
o Identifies, evaluates, and implements measurement systems for current and future projects.
I m p l e m e n t E m p l o y e e I n v o l v e m e n t S t r a t e g i e s
o Develops ownership by bringing employees in on the decision making and planning process.
o Provides the means to enable employee success, while maintaining the well-being of the
organization.
o Develops processes to engage employees in achieving the objectives of the organization.
o Empower employees by giving them the authority to get things accomplished in the most efficient
and timely manner.
C o a c h a n d T r a i n P e e r s a n d S u b o r d i n a t e s
o Recognizes that learning happens at every opportunity (treats mistakes as a learning event).
o Develops future leaders by being involved in the company mentoring program.
o Provides performance feedback, coaching, and career development to teams and individuals to
maximize their probability of success.
o Ensure leadership at every level by coaching employees to ensure the right things happen.
o Ensures performance feedback is an integral part of the day-to-day activities.