The Team Manager Development Center includes a focus on 12 key leadership competencies.

Those 12 competencies are grouped into either Operational, Interactive, or Personal groups. In this post, we’re going to examine the Operational Competencies that are highlighted and strengthened by participation in the TMDC.

The University of Nebraska defines a competency as “the combination of observable and measurable knowledge, skills, abilities and personal attributes that contribute to enhanced employee performance and ultimately result in organizational success.”¬†That definition¬†of competencies certainly holds true in regards to the TMDC!

So what Operational Competencies does the TMDC experience help improve and develop? Here’s a quick breakdown:

  • Performance Standards: The level of performance each Team Manager sets, and the level of effectiveness in holding self and others accountable to those standards.
  • Coaching: The process by which the Team Manager transfers knowledge to others.
  • Priority-setting and Organization: The way in which the Team Manager organizes his/her administrative workload and his/her method of making decisions involving multiple priorities.
  • Decision-Making: The effective prevention or resolution of problems with appropriate involvement of others in that process.

Within a TMDC experience including the follow-up with Leader’s Imago coaches, participants gain a new appreciation for these four core competencies. We’ll be highlighting Interactive and Personal competencies in the coming weeks!