FIVE core competencies (Navy Leadership Competency Model): 1. Accomplishing Mission 2. Leading People 3. Leading Change 4. Working with People 5. Resource Stewardship

1. https://www.netc.navy.mil/centers/cppd/News.aspx?ID=0
Center for Personal and Professional Development
Navy Leadership Competency Model (NLCM)
Why Competencies?
As applied to the Navy, the competency model applies to every level and position of Leadership.
A competency is defined as a behavior or set of behaviors that describes excellent performance
in a particular work context (Job Role, Position, or Function). These characteristics are applied to
provide clarification of standards and expectations.
In other words, a competency is what Superior performers do more often, with better on the job
results.
The Navy Leadership Competency Model is based on five core competencies.
• Accomplishing Mission
o Stresses Accountability and Continuous Improvement. It includes the ability to
make timely and effective decisions, and produce results through strategic
planning and the implementation and evaluation of programs and policies
o Sub-competencies
 Responsibility, Accountability, and Authority
 Decisiveness / Risk Management
 Continuous Improvement
 Problem Solving
 Technical Credibility
• Leading People
o The ability to design and implement strategies that maximize personnel potential
and foster high ethical standards in meeting the Navy’s vision, mission and goals.
o Sub-competencies
 Developing People
 Team Building
 Combat / Crisis Leadership
 Conflict Management
 Leveraging Diversity
 Professionalism
• Leading Change
o Encompasses the ability to develop and implement an organizational vision that
integrates key Naval national and program goals, priorities, values, and other
factors. Inherent to it is the ability to balance change and continuity to create a
work environment that encourages creative thinking and innovation.
o Sub-competencies
 Creativity & Innovation
 Vision
 Strategic Thinking

2.  External Awareness
 Flexibility
 Service Motivation
• Working with People
o Involves the ability to explain, advocate, and express facts and ideas in a
convincing manner, and negotiate with individuals and groups internally and
externally.
o Sub-competencies
 Influencing & Negotiating
 Partnering
 Political Awareness
 Oral Communication
 Written Communication
• Resource Stewardship
o Involves the ability to acquire and administer human, financial, material, and
information resources in a manner that instills public trust and accomplishes the
Navy’s mission; and to use new technology to enhance decision making.
o Sub-competencies
 Financial Management
 Leveraging Technology
 Human Resource Management
Competency-Based Model Benefits
• Clarifies workforce standards and expectations
• Aligns individuals with the organization’s business strategy
• Creates empowerment, accountability, and improves performance
• Provides a clear map of individual personal and professional development
• Develops equitable, focused appraisal decisions
• Increase the effectiveness of Navy training and professional development program by
linking them to the success criteria
• Behavioral standards of excellence
Competencies and Leadership
The level of knowledge and skills required will increase with level of position. Navy Leadership
development and learning will use the competency model to define expected behaviors and
knowledge, to ensure Leaders are effective in their positions.