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9 essential competencies for successful C-level executives

Michael Swenson | May 16, 2013
A list of core competencies the CIO Executive Council uses to evaluate and develop C-level talent.

4. COMMERCIAL ORIENTATION
Commercial Orientation is about identifying and moving towards business opportunities, seizing chances to increase profit and revenue.

Basic - knows how money is made and values doing so.

Moderate - prioritizes among and taps into available opportunities in one’s own area.

Advanced - invents new ways to increase commerce.

5. RESULTS ORIENTATION
Results Orientation is about being focused on improvement of business results.

Basic - wants to do things well or better.

Moderate - meets and beats goals.

Advanced - introduces improvements, allowing higher goals to be set.

Most Advanced - transforms a business for significantly improved results.

6. CHANGE LEADERSHIP
Change Leadership is about transforming and aligning an organization through its people to drive for improvement in new and challenging directions. It is energizing a whole organization to want to change in the same direction.

Low – accepts minor improvements or change in general.

Moderate - proactively challenges the status quo and points out what needs to be changed.

Advanced - mobilizes individuals or groups to change.

Most Advanced - creates massive coordinated change across an entire complex organization.

7. COLLABORATION AND INFLUENCE
Collaboration and Influence are about working effectively with, and influencing those outside of, your functional area for positive impact on business performance.

Basic - helps if asked and supports people when required.

Moderate - is a genuine team player and effective influencer of others to get things done.

Advanced - creates partnerships and collaborative endeavors within the function or between functions.

Highest – creates innovative partnerships that span the enterprise and reach beyond its walls.

8. PEOPLE AND ORGANIZATIONAL DEVELOPMENT
People and Organizational Development is about developing the long- term capabilities of others and the organization as a whole, and finding satisfaction in influencing or even transforming someone’s life or career.

Low – identifies general areas for individual development among direct reports.

Moderate – provides individual feedback and guidance for development.

Advanced - influences development of talent systemically across the enterprise for a broader impact on the organization’s capabilities.

 

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