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Behavioral competencies have long been utilized across many organizations to assess the competencies and potential of leaders. The competency models are prevalent due to several reasons--shared vocabulary to express the expectations from people, a basis for performance management planning, clarity around the important parameters for promotion, and set a direction for leaders' advancement. However, problems emerge when competencies are taken as the only factor in evaluating the leaders' potential.

The main reasons for criticism and limitations of competency models in assessing leaders' potential include:

1. Their extensive reliance on past behavior rather than future potential where relevant experience is considered a critical element in establishing a leader's competence
2. Complexities in implementation
3. Clash with human psychology.

These limitations and complexities warrant a more robust approach to assess the leadership potential of managers.

This slide deck presents a detailed overview of the Leadership Competency Model, which identifies the building blocks of potential for senior managers. The Leadership Competency Model is comprised of 2 distinct areas:

1. Leadership Competencies
2. Leadership Potential

The Leadership Competency Model encompasses 4 Leadership Competencies, which further comprise 8 Core Competencies. Each Core Competency is mapped across a 4-stage Leadership Maturity Model. This framework also includes 4 dimensions of Leadership potential. Each Leadership Potential is also mapped against specific personality dimensions/factors, which can be assessed on a scoring model.

The slide deck also includes some slide templates for you to use in your own business presentations.

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Source: Leadership Competency Model PowerPoint document

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