A competency model turns "good leadership" into observable behaviors in levels—the spine of 360s, hiring scorecards and development plans.
A competency model is a fixed dictionary of observable behaviors the organization values—each defined at 2-4 levels from "absent" to "exemplary". Assessments, 360s and hiring rubrics all read from the same dictionary instead of private opinions.
N competencies × levels × behavioral descriptors (+ weight per role family).
"Handles conflict" level 2: raises issues directly; level 4: surfaces team-level patterns early. Every 360, scorecard and development plan quotes the same lines.
Before any recurring people decision—hire, promote, coach, review. One dictionary, many instruments; inventing dimensions per questionnaire is the anti-pattern.
Eight to twelve competencies max; more becomes a form nobody finishes. And keep them behavioral—if it can't be seen, it can't be rated.
Generic libraries are a fast start; customize the top 3-4 role-specific ones. Fully generic models measure everyone the same.
Values are intentions; competencies are behaviors under load. Assess behaviors, hire for values.
Turn the concept into a live assessment：Competency Model
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