| Type | Definition | Example | |------|-------------|---------| | | Needed to do the job at a minimally acceptable level | Basic technical knowledge, reliable attendance | | Differentiating competencies | Separate superior from average performers | Achievement orientation, impact & influence, interpersonal understanding |
Since I cannot directly access or upload PDF files, this write‑up is based on the established, widely published competency framework from Spencer & Spencer (1993). If your PDF contains a different or customized dictionary, the following analysis will still serve as a conceptual foundation — and you can adapt it by comparing with your specific document. Competency Dictionary Spencer.pdfl
If your specific PDF is a customized or abbreviated version, compare it against the original 1993 cluster structure. Often, well‑intended organizations remove “controversial” competencies like Directiveness or Political Savvy — and in doing so, lose the very differentiators that predict real leadership effectiveness. impact & influence