A supply chain management and logistics company had been building a competency model over several years, adding to it as new insights and information surfaced. As The Leadership Code emerged, the company became concerned that key elements may be missing from their competency model. There was also a desire to have a comprehensive model that reflected their firm brand. The vision was to have a competency model that was tied to their competencies and that could be used to develop and differentiate their leaders from the competitors in the industry.Solution:
The RBL Group was asked to assist the company in solidifying their competency model. Steps included:
The organization now has a competency model with both the foundational competencies necessary for a leader’s success and the differentiating competencies that enable the creation of intangible value. This competency model is now being integrated into leadership development processes, including assessment and development processes.