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Influencing Through Expertise

Knowledge of the methods and techniques used for skill and career development; ability to use these to deepen own expertise and coach, mentor and challenge others both inside and outside the organization.

Behavior Statements

Proficiency Level 1 - Basic understanding

Describes the concepts and objectives of influencing.

Gathers useful information and resources to develop personal skills.

Explains the commonly used skills and methods to coach and mentor others.

Seeks opportunities to build and maintain positive relationships with colleagues.

Proficiency Level 2 - Working experience

Performs challenging assignments or seeks opportunities to grow and develop one's own capabilities.

Sets and implements personal growth plans to improve performance and develop a career.

Conducts self-assessments to identify personal strengths and weaknesses.

Collects and analyzes performance feedbacks in a structured way from line managers, clients, and colleagues.

Participates in the selection and training processes of tomorrow's leaders.

Proficiency Level 3 - Extensive experience

Delegates challenging assignments and responsibilities to others; provides timely feedback.

Advises others on drafting and defining their long-term career objectives, paths and action plans.

Mentors others in their technical areas and shares expertise on critical issues.

Provides others with information, opportunities or resources to develop their skills and reach their highest potential.

Facilitates a continuous development culture to deepen staff knowledge and skills on technical areas.

Analyzes skill gaps within the organization and provides appropriate solutions.

Proficiency Level 4 - Subject matter depth and breadth

Oversees the selection, assessment, training, and performance of the next generation of leaders within the organization.

Creates a knowledge sharing environment to implement mutual development initiatives within the organization.

Designs training programs on coaching and mentoring skills and techniques to help others develop.

Guides and encourages staff to participate in external development activities; provides support as needed.

Provides solutions to developing own and others' capabilities, creates teachable moments, and shares expertise both inside and outside the organization.

Establishes best practices for using feedback to improve organizational capabilities.

Interview Questions

  • What processes did you follow to identify skill gaps within your organization, and how did you address them?
  • How do you try to persuade others when they hold a different opinion than you?
  • Explain what is the culture of mutual development, and how to achieve it within organizations.
  • What problems did you encounter when you were trying to accomplish performance improvement plans? And how did you resolve them?

Titles with Shared Competencies