Competencies for the Future and Emotional Intelligence (EI...
Transcript of Competencies for the Future and Emotional Intelligence (EI...
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United Nations
Competencies for the Futureand
Emotional Intelligence (EI) Competencies
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Contents• Introduction• What are competencies?• Why are they important?• How will they be used?• How do I acquire them?• What are UN Core Values and Competencies?• Behavioural Indicators• Emotional Intelligence (EI)• Relationship Between UN Competencies & EI
Competencies
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“It is my hope that competencies will provide us with shared language for talking, in concrete terms, about high performance and managerial excellence. I believe that a shared view of the standards we are striving to achieve will assist us in our continuing efforts to prepare the Organization to meet the challenges of the 21st century.”
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Introduction• The Organization’s greatest
strength – and the key to its success - is the QUALITY of the staff and managers.
• To capitalize on this strength, an organizational culture and environment that enables staff to contribute to their maximum potential must be created.
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To do this• It is important to define
organizational core competencies – the combination of skills, attributes and behaviours which are essential for all staff – as well as the additional managerial competencies required by those who manage others.
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What are Competencies?• A combination of skills, attributes and
behaviours that are directly related to successful performance on the job.
• Core competencies are the skills, attributes and behaviours which are considered important for all staff of the Organization, regardless of their function or level.
• Managerial competencies are the skills, attributes and behaviours which are considered essential for staff with managerial or supervisory responsibilities.
• Core and managerial competencies are not specific to any occupation.
Specific technical competencies are not included
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Why are they important?Because they:• Are forward Looking• Describe the skills, attributes staff and
managers will need to build a new organizational culture and meet future challenges.
• Help clarify expectations, define future development needs and do more focused recruitment and development planning.
• Provides a sound basis for consistent and objective performance standards by creating a shared language about what is needed and expected in an Organization.
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How will they be used?Staff Development
Career Planning
Performance Management
Recruitment
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How do I acquire them?• Needs to be developed and
strengthened throughout the career• Not a one-time event, but an on-
going process• Formal training can help• Experience, coaching, feedback and
individual learning activities are needed as well.
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UN Core Values and Competencies
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Core Values
Integrity
Professionalism Respect for Diversity
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Core Competencies• Communication• Teamwork• Planning & Organizing• Accountability• Creativity• Client Orientation• Commitment to Continuous Learning• Technological Awareness
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Managerial Competencies
• Leadership• Vision• Empowering Others• Building Trust• Managing Performance• Judgement/Decision-making
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Behavioural Indicators
For Core Values, Core Competencies and Managerial
Competencies
Actions or behaviours
that exemplify the
Competency in practice
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Integrity
• Demonstrates the value of the UN in daily activities and behaviours
• Act without consideration of personal gain
• Resists undue political pressure in decision-making
• Does not abuse power or authority• Stands by decisions that are in the
Organization’s interest, even if they are unpopular
• Takes prompt action in cases of unprofessional or unethical behaviour
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Professionalism• Shows pride in work and in
achievements• Demonstrates professional
competence and mastery of subject matter
• Is conscientious and efficient in meeting commitments, observing deadlines and achieving results
• Is motivated by professional rather than personal concerns
• Shows persistence when faced with difficult problems or challenges
• Remains calm in stressful situations
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Respect for Diversity
• Works effectively with people from all backgrounds
• Treats all people with dignity and respect
• Treats men and women equally• Shows respect for and understanding
of diverse points of view and demonstrate this understanding in daily work and decision-making
• Examines own bias and behaviours to avoid stereotypical responses
• Does not discriminate against any individual or group
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Communication• Speaks and write clearly and
effectively• Listen to others, correctly interprets
messages from others and respond appropriately
• Ask questions to clarify and exhibits interest in having two-way communication
• Tailors language, tone, sty;re and format to match the audience
• Demonstrates openness in sharing information and keeping people informed
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Teamwork
• Works collaboratively with colleagues to achieve organizational goals
• Solicits input by genuinely valuing others’ ideas and expertise; is willing to learn from others
• Supports and acts in accordance with final group decision, even when such decisions may not entirely reflect own position
• Shares credit for team accomplishments and accepts joint responsibility for team shortcomings.
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Planning & Organizing
• Develop clear goals that are consistent with agreed strategies
• Identifies priority activities and assignments; adjust priorities as required
• Allocates appropriate amount of time and resources for completing work
• Foresees and allows for contingencies when planning
• Monitors and adjust plans and actions as necessary
• Use time efficiently
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Accountability• Takes ownership of all
responsibilities and honourscommitments
• Deliver outputs for which one has responsibility within the prescribed time, cost and quality standards
• Operates in compliance with organizational regulation and rules
• Supports subordinates, provides oversight and takes responsibility for delegate assignments
• Takes personal responsibility for his/her own shortcomings and those of the work unit, where applicable
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Client Orientation
• Considers all those to whom services are provided to be “clients” and seek to see things from clients’ point of view
• Establishes and maintains productive relationships with clients by gaining their trust and respect
• Identifies clients’ needs and matches them to appropriate solutions
• Monitors ongoing developments inside and outside the clients’ environment to keep informed and anticipate problems
• Keep clients informed of progress or setbacks in projects
• Meets timeline for delivery of products or services to clients
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Creativity
• Actively seeks to improve programmes or services
• Offers new and different options to solve problems or meet client needs
• Promotes and persuades others to consider new ideas
• Takes calculate risks on new and unusual ideas; think “outside the box”
• Takes an interest in new ideas and new ways of doing things
• Is not bound by current thinking or traditional approaches
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Technological Awareness
• Keeps abreast of available technology
• Understand applicability and limitations of technology to the work of the office
• Actively seeks to apply technology to appropriate tasks
• Shows willingness to learn new technology
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Commitment to Continuous
Learning• Keeps abreast of new
developments in own occupation/profession
• Actively seeks to develop oneself professionally and personally
• Contributes to the learning of colleagues and subordinates
• Shows willingness to learn from others
• Seeks feedback to learn and improve
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Vision
• Identifies strategic issues, opportunities and risks
• Clearly communicates links between the Organization’s strategy and the work unit’s goals
• Generates and communicates broad and compelling organizational direction, inspiring others to pursue that same direction
• Conveys enthusiasm about future possibilities
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Leadership• Serves as a role model that other people want to follow
• Empowers others t translate vision into results
• Is proactive in developing strategies to accomplish objectives
• Establishes and maintains relationships with a broad range of people to understand needs and gain support
• Anticipates ands resolves conflicts by pursuing mutually agreed solutions
• Drives for change and improvement; does not accept the status quo
• Shows the courage to take unpopular stands
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Empowering Others• Delegates responsibility, clarifies
expectations, and gives staff authority in important areas of their work
• Encourages others to set challenging goals
• Hold others accountable for achieving results related to their area of responsibility
• Genuinely value all staff members’ input and expertise
• Shows appreciation and rewards achievement and effort
• Involves others when making decisions that effect them
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Managing Performance• Delegates appropriate responsibility,
accountability and decision-making authority• Makes sure that roles, responsibilities and
reporting lines are clear to each staff member
• Accurately judges the amount of time and resources needed to accomplish a task and matches task to skills
• Monitors progress against milestones and deadlines
• Regularly discusses performance and provides feedback and coaching to staff
• Encourages risk taking and supports creativity and initiative
• Actively supports the development and career aspirations of staff
• Appraises performance fairly
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Building Trust• Provides an environment in which others
can talk and act without fear of repercussion
• Manages in a deliberate and predictable way
• Operates with transparency; has no hidden agenda
• Places confidence in colleagues, staff members and clients
• Gives proper credit to others• Follows through on agreed upon actions• Treats sensitive or confidential
information appropriately
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Judgement/Decision-making
• Identifies key issues in a complex situation, and comes to the heart of the problem quickly
• Gathers relevant information before making a decision
• Considers positive and negative impacts of decisions prior to making them
• Takes decisions with an eye on the impact to others and on the Organization
• Proposes a course of action or makes a recommendation based on all available information
• Checks assumptions against facts• Determines that the actions proposed will
satisfy the expressed and underlying needs for the decision
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What Next?• Familiarize yourself with the
organizational values and competencies
• Use and observe them in your daily work and in discussing staff development and performance management issues
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Emotional Intelligence (EI)
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Emotional Competence Framework
SOCIALHow do we manage relationships
PERSONALHow do we manage ourselves
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Five Dimensions of EI
Self-Awareness
Self-Regulation Motivation
Empathy Social Skills
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EICOMPETENCIES
PERSONAL12 specific job capabilities•Self-Awareness•Self-Regulation•Motivation
SOCIAL13 Key Relationship Skills•Empathy•Social Skills
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Self-Awareness
• Emotional Awareness
• Accurate Self-Assessment
• Self-Confidence
Knowing one’s internal states, preferences, intuitions
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Self-Regulation
• Self-Control• Trustworthiness• Conscientiousness• Adaptability• Innovation
Managing one’s internal states and impulses
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• “Anyone can become angry; that is easy.
• But, to be angry with the right person, to the right degree, at the right time, for the right purpose, and in the right way; this is not easy.”
Aristole
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Empathy• Understanding Others• Developing Others• Service Orientation• Leveraging Diversity• Political Awareness
Awareness of others’ feelings, needs and concerns
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Social Skills• Influence• Communication• Conflict Management• Leadership• Change Catalyst• Building Bonds• Collaboration & Cooperation• Team Capabilities
Adeptness at inducing desirable
responses in others
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Relationship Between UN Competencies and EI Competencies
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UN Competencies & EI Competences
UN Competency• Integrity
• Professionalism
EI Competency• Trustworthiness
• Achievement Drive• Conscientious• Emotional Awareness• Self-Confidence• Accurate Self-
Assessment
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UN Competencies & EI Competences
UN Competency• Respect for
Diversity
• Communication
EI Competency• Leveraging
Diversity
• Communication
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UN Competencies & EI Competences
UN Competency• Teamwork
• Planning & Organizing
EI Competency• Team Capabilities• Collaboration &
Cooperation• Conflict Management
• Influence
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UN Competencies & EI Competences
UN Competency• Accountability
• Creativity
EI Competency• Commitment
• Initiative• Innovation
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UN Competencies & EI Competences
UN Competency• Client Orientation
• Commitment to Continuous Learning
• Technological Awareness
EI Competency• Service Orientation
• Change Catalyst
• Adaptability
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UN Competencies & EI Competences
UN Competency• Leadership
• Vision
• Empowering Others
EI Competency• Leadership
• Optimism
• Developing Others
![Page 49: Competencies for the Future and Emotional Intelligence (EI ...unpan1.un.org/intradoc/groups/public/documents/unssc/unpan008600.pdf · Competencies for the Future and Emotional Intelligence](https://reader033.fdocuments.us/reader033/viewer/2022051307/5aaf7f807f8b9adb688db5bb/html5/thumbnails/49.jpg)
UN Competencies & EI Competences
UN Competency• Building Trust
• Managing Performance
• Judgement/Decision-making
EI Competency• Building Bonds
• Understanding Others
• Self-Control• Political Awareness
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