Characteristics, Competences & Potentials

Competences

What are competences?

The term “competence” refers to a combination of skills, attributes and behaviours that are directly related to the successful performance of a job.

Core competencies are the skills, attributes and behaviours that are considered important for all employees in the organisation, regardless of their function or level.

Competences can be coached and developed.

Respect for diversity

Works effectively with people from different backgrounds; treats all people with dignity and respect; shows respect and understanding for different points of view and demonstrates this understanding in daily work and decision-making; examines own prejudices and behaviours to avoid stereotypical reactions.

Professionalism

Works effectively with people from different backgrounds; treats all people with dignity and respect; shows respect and understanding for different points of view and demonstrates this understanding in daily work and decision-making; examines own prejudices and behaviours to avoid stereotypical reactions.

Principled

Embraces the values and rules of the organisation, including impartiality, fairness, honesty and truthfulness, in his/her daily activities and behaviour; acts without regard to personal gain; resists undue pressure in decision-making; stands by decisions that are in the interests of the organisation.

Self-motivation

Self-motivation, in its simplest form, is the inner strength that drives one to do something – without external coercion or direct reward directed towards the achievement of a goal; to perform an action or task because of the expected or perceived satisfaction in performing the action or task; self-motivation involves fun, interest and personal challenge.

Efficiency

Efficiency refers to the quality of being able to successfully complete a task in a given period of time under working conditions; prioritising tasks according to time spent and priority level; delegating tasks as needed; meeting schedules and delivery deadlines.

Goal-oriented

Goal orientation is the extent to which a person focuses on tasks and the end results of those tasks; strong goal orientation advocates a focus on the goals to be achieved for which the tasks were set, rather than the pure completion (working through) of a task; part of goal orientation is recognising the goals as having an impact on the team, a project or the whole organisation

Innovative thinking

Actively seeks to improve things or performance, taking new and unusual approaches; these ideas involve calculated risks; thinks “outside the box”; is interested in new ideas and new ways of doing things; is not intellectually bound to current ways of thinking or traditional approaches – but without ignoring them. Innovation is not the same as creativity.

Problem solver

Problem solvers seek direct and feasible ways for solutions and methods. Problem solvers look for more effective solutions to existing shortcomings in the company within suitable areas of feasibility. These people see challenges as opportunities for experience and improvement rather than obstacles

Reliable

Takes responsibility for all tasks and always fulfils his/her obligations; delivers the results for which he/she is responsible within the specified time, cost and quality standards; works in accordance with organisational rules and regulations; takes personal responsibility for his/her own mistakes

Customer-oriented

Views all those for whom services are provided as ‘clients’ and tries to see things from their point of view; identifies clients’ needs and matches them with appropriate solutions; keeps clients informed of progress or setbacks on projects; keeps to the timetable for delivering products or services to clients.

Organisational strength

Organisational skills are the ability to plan projects, tasks, workflows and deadlines in such a way that time and human resources are used optimally; uses appropriate time and resources to get the job done; foresees risks and considers contingencies when planning

Team player
Works well and professionally with colleagues to achieve organisational goals; asks for input by genuinely valuing the ideas and expertise of others; is willing to learn from others; supports and acts in accordance with final group decisions, even if those decisions do not fully reflect one’s own point of view.
Communication

Speaks and writes clearly and effectively; listens to others, interprets others’ messages correctly and responds appropriately; adapts language, tone, style and format to the particular ‘receiver’; shows openness to and when sharing information.

 

Willingness to learn

Keeps abreast of available technology; Understands the applicability and limitations of technology to his/her work; Actively seeks to use technology for appropriate tasks; Willingness to learn characterises the willingness to acquire missing technical and methodological knowledge, job-specific qualifications and experience through appropriate training or other means.

Strategic thinking

Strategic thinking People gain distance from their own actions; they consider possible courses of action and look at the future in different ways; they reflect critically on what has been achieved; they communicate clearly the links between the organisation’s strategy and the team’s/project’s goals.

Build trust

Provides an environment and atmosphere where others can talk and act without fear or consequence; leads deliberately and with foresight; works transparently and without hidden agendas; carries out agreed actions.

Judgement

Identifies the key issues in a complex situation and quickly gets to the heart of the problem; suggests a course of action or makes a recommendation based on all available information; tests assumptions and assertions against data and facts.

Can delegate

Delegates tasks and partial responsibilities to staff or other areas in order to work more efficiently and effectively themselves; clarifies expectations and gives staff the autonomy they need in key areas of their work to achieve goals in their own way; holds others accountable for achieving results in their area of responsibility; genuinely values the contribution and expertise of all staff; involves others in decisions that affect them.

Leadership

Serves as a role model that others want to follow; establishes and maintains relationships with a wide range of people to understand needs and gain support; drives change and improvement, does not accept the status quo; shows the courage to take unpopular stands and push through what is necessary.

Conflict management

Ensures that you see the conflict as one of ideas or approaches rather than people and strives to remain neutral; tries to see the issue from the other person’s perspective before defending his/her own point of view; quickly finds possible compromises and mediates effectively between different points of view and expectations.

Change management

Initiates and uses change proactively for the benefit of the company; is part of the change and discusses the changes in the team to develop a common understanding of what he/she wants; allows time for new thoughts to develop; thinks about the change and its impact, including negative consequences; motivates and promotes the momentum of change.

Traits & Values

What are traits?

Personality traits reflect people’s characteristic patterns of thought, feeling and behaviour. Personality traits represent consistency and stability. Personality traits usually change little and can only be developed to a very limited extent.

Values are the fundamental principles that guide a person’s behaviour. These principles influence a person’s decision-making and professional outcomes. For this reason, an organisation looks for people whose values match its own.

Empathetic

Warm-hearted and caring, and always has the best interests of others in mind; want to ensure fairness and are sympathetic to the needs, problems and issues of others, especially if they believe others are being treated unfairly; are the type of person who empathises with others and forgives them for whatever they have done to cause a problem, and will always be very kind and considerate in their dealings with others.

Planner

A good planner is detail-oriented and has organised qualities. A good planner should be able to see both the big picture and the small details to ensure that all tasks are completed on time and effectively.

Proactive

Proactive people identify opportunities and complete tasks even before they are assigned to them. They foresee future developments and act accordingly.

Creative

They are usually very inventive and always looking for a better way to do everything, even if what they have already works well. They believe that there can be no progress without change, and the more change, the more progress. If things don’t change often enough, this person may do something to bring about change so that things don’t get “stale”; includes the ability to change perspective when solving problems

Patient

Patient people wait as long as it takes to get or achieve something, be it an answer from someone or the completion of a task or project. Patient people often feel that they are not able to do their best work when they are pressured to do or complete things at a faster pace. They are often found in supportive roles because they are most likely to listen patiently to other people’s problems and questions, which can be a very valuable quality in some professions.

Detail-oriented

The detail-oriented person is meticulous and must have everything in order, otherwise they feel very uncomfortable. The detail-oriented person loves to analyse all facts and information and make sure that all facts are correct and related to all known issues. Precision, accuracy, organisation and neatness are the cornerstones of the detail-oriented person.

Stress-resistant

We all know the “workaholic” who can only relax or be happy when he or she is doing many things at once. Because they have mastered the art of doing so much, they can be impatient and demanding of others who stand in their way of achieving their goals or who do not seem as “committed” as they are to what they are doing. They probably enjoy competition in all aspects of their lives. This can extend to sporting activities and even watching sporting events where they can at least witness high stress and high demands, even if they are ‘relaxing’.

Self-confident

People with a high level of self-confidence don’t actually need other people to tell them they are right or doing something well, they know it. They enjoy and appreciate hearing that, but they also won’t stop functioning if they don’t get a regular dose of encouragement. In extreme cases, they can appear arrogant and assertive, insisting that things be done “their way” because they are very confident that their way is the right way. Often it is.

Tolerant

The tolerant person is open, accommodating and willing to compromise or accept other ideas and ways to achieve goals or get their work done. They allow more freedom and may be inclined to “bend the rules” now and then to help others.

Negotiating skills

The ability to define, express and skilfully assert one’s own interests and goals. Furthermore, the willingness to compromise and the knowledge of effective negotiation strategies and tactics, as well as very good communication skills, creativity and result orientation are obvious.

Works independently

A person who neither needs nor likes other people “looking over her shoulder”. They know how to get themselves to the goal and do not want anyone to supervise everything they do. She works best when you leave her alone, especially when she knows she is very good at what they do.

Ambitious

An ambitious person who wants to progress and drive their career forward; they will give their best at work and very much enjoy taking on challenges, but also want to present the results themselves to make a name for themselves.

Systematic

A systematic person is one who is structured and does things in a planned, orderly way; they plan their work precisely and also work according to it. Your desk and office will probably be tidy and everything is in its place.

Decisive

The decisive person is one who does not hesitate to make a decision and is very confident in their ability to sort through information and act accordingly. Once they have made a decision, it will be difficult to change their minds unless very strong and convincing evidence to the contrary can be presented. They are more willing to make somewhat riskier decisions than the undecided, especially if they have confidence in the source of the information on which they base their decision.

Analytical

The analytical person is most inclined to make a decision only when they have all the facts and figures and get to the bottom of things. A high level of detail orientation and patience are also often associated with this trait. This can be a very valuable asset in many professional positions where all sides of an issue need to be thoroughly examined before a decision can be made or a further step taken.

Agile / Flexible

This person is open-minded and flexible in their approach to new ideas or things presented to them. She will be willing to change her methods and procedures to accommodate others and achieve harmony and compatibility. Even if they believe their way is the best way, they are at least open to compromise to achieve balance and harmony.

Assertive

This kind of person believes that things have to be done without much consideration for other people’s feelings. In the workplace, they are often the ones who have to do the difficult tasks that many other people are reluctant to do or simply cannot bring themselves to do. They appear tough and untouchable, sometimes distant and unforgiving towards anyone they see as a problem or “enemy”. They are not afraid to say and do what they think is right and appropriate, and “political correctness” is probably not in their vocabulary.

Performance potential

HIGH-PERFORMERS

High performers are also called high achievers. They are the kind of people who are constantly taking on more work and leadership responsibilities and are willing to go above and beyond what their role requires.

To be a true high performer, the Exmaiz score shall be above 75 points.

Determination

The determined person is very assertive, has an energetic demeanour and is likely to be seen as “pushy” or ” harsh” at times. She will not be silent when something bothers her or when it is necessary to improve things in the end; will not be easily discouraged and will assert herself even in the face of opposition.

Results-oriented

Mag setting and meeting concrete and measurable targets, these are reviewed and adjusted at regular intervals.

Flexible & Proactive

This person is open-minded and flexible in their approach to new ideas or things presented to them. She will be willing to change her methods and procedures to accommodate others and achieve harmony and compatibility. Even if they believe their way is the best way, they are at least open to compromise to achieve balance and harmony.

Problem solver

Problem solvers seek direct and feasible ways for solutions and methods. Problem solvers look for more effective solutions to existing shortcomings in the company within suitable areas of feasibility. These people see challenges as opportunities for experience and improvement rather than obstacles

Responsibility

Takes responsibility for all tasks and always fulfils his/her obligations; delivers the results for which he/she is responsible within the prescribed time, cost and quality standards; works in accordance with organisational rules and regulations; takes personal responsibility for his/her own mistakes.

Growth potential

HIGH-POTENTIALS

A HIGHT POTENTIAL is a person who is usually already a high performer, but has additional competences and characteristics. You can’t be a high potential without also being a high performer.

Real high potentials have an Exmaiz score of over 75 points.

Entrepreneurial thinking

As a rule, entrepreneurial individuals share some important characteristics: passion, curiosity, resilience, a considered approach to risk and the ability to identify and seize opportunities; they think and act as if they themselves will benefit from the success of the business, see the success of a task or project in the context of the business, including a basic commercial mindset for profit and loss.

Welcomes changes

A person who likes change and sees it as an opportunity to change things and learn something new.

Inner drive

People who are highly self-driven do not need external motivation: they see immediately what needs to be done, what should be corrected, what can be done even better. Your ambition makes you a “doer”, you always work on 100% results.

Social competence

Social competence encompasses various skills that are important for social interaction with others. These include, for example, empathy, the ability to engage in dialogue, politeness, the ability to deal with conflict and the ability to make contact.

Self-management

Self-management includes independent motivation, meaningful goal setting, good planning, time management, organisation, the will to learn new things and monitoring success through one’s own feedback.

ROCK STAR

A ROCK STAR is a person who combines a high willingness to perform and a high potential for development, combined with leadership skills and the ability to act as a moderator and catalyst in the team.

Catalyst

A CATALYST has a positive sense of empowerment for the individual and has a very positive impact on the overall performance of the team.

Leadership

A LEADER masters the art of motivating a group of people to achieve a common goal.

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