The Competency Checklist below should make it easier for you to identify which competencies a particular person is missing and be in a position to assist him or her to develop those skills and abilities most needed for the job.
You might also find it helpful to put your introspective “hat” on and think about the competencies you feel are your strengths and those you may need to develop further.
Rate your degree of confidence in either your ability to perform each of the competencies listed below or that of the person you are rating. Use a five-point scale with (5) being high and (1) being low.
___Reaching logical conclusions
___Making quality choices based on limited information
___Identifying pressing needs and setting priorities
___Critically evaluating written communications
___Planning, scheduling, controlling the work of others
___Using resources economically
___Dealing with paperwork
___Coping with multiple time demands
___Searching for relevant data
___Analyzing complex information
___Selecting the most significant elements
___Perceiving the needs, concerns, problems of others
___Working through conflicts by listening to both sides
___Being tactful when dealing with different personalities
___Dealing effectively with emotional issues
___Assessing the reliability and accuracy of subordinates
___Reaching conclusions on implementation strategies
___Assigning actions to the most appropriate person(s)
___Defining standards for performance measurement
___Listening to and supporting the ideas of others
___Giving and receiving constructive feedback
___Sharing personal feelings and beliefs
___Working productively in teams
___Identifying issues involving formal and informal leaders
___Using corporate policies to achieve goals
___Establishing cooperative relationships with key people
___Realigning power to form new coalitions
Each competency is measurable and therefore can be improved. Consider applying your strengths more frequently. Focus on what you do well and look at your less often used skills as potential growth opportunities.
This extra effort will go a long way toward ensuring that your supervisor is not working his or her way through the Competency Index with you in mind.