Teaching, fostering, and promoting the long-term growth of others.
Level 4: Anticipates and acts on a problem 4–12 months in advance.
Reducing uncertainty through checks and precise information. Initiative (INT): Taking action before being asked or forced by events. Information Seeking (INF):
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The intention to work cooperatively with others, to be part of a team, and to work together as opposed to working separately or competitively.
A person’s belief in their own capability to accomplish a task and select an effective approach to a problem.
Deeper characteristics like motives, traits, and self-concept (values and attitudes) that are more predictive of long-term success. ResearchGate Key Competency Clusters The dictionary covers 20 generic competencies grouped into distinct clusters: ResearchGate Achievement and Action: Teaching, fostering, and promoting the long-term growth of
These competencies revolve around understanding and assisting other individuals.
Organizations use the dictionary to:
In the fields of human resources, organizational development, and talent management, few models are as widely respected as the . Developed by Lyle M. Spencer Jr. and Signe M. Spencer, this framework has become a cornerstone for defining, assessing, and developing workplace behaviors that lead to superior performance. Initiative (INT): Taking action before being asked or
The ability to understand the power relationships in one's own organization or other organizations.
These include Knowledge (information a person has) and Skills (tasks a person can perform). They are easy to identify and develop through training.
These include Self-Concept (attitudes/values), Traits (physical characteristics), and Motives (underlying needs that drive action). These are harder to see but are the strongest predictors of long-term superior performance. The 20 Generic Competencies and Clusters
Physical characteristics and consistent responses to situations or information (e.g., good eyesight, reaction time, or emotional self-control).