Competency: Global Competencies

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Global Competencies
The Horizontal Dimension
Global competencies address the horizontal dimension of the organization; how we interact and collaborate within the organization and how we engage the marketplace and serve our customers.  Global competencies also focus on the horizontal dimension of the organization supporting the notion that the organization benefits if all employees are competent in these defined areas, such as

  • Building Value-Based Relationships
  • Contributing to Team Success
  • Establishing Collaborative Working Relationships
  • Enhancing and Sustaining the Performance of Others
  • Growing Organizational Talent
  • and others

Competency Integration
The competencies can be integrated into the Job Family Performance assessments according to their appropriate application.  This provides for consistency accountability, and measurability across the enterprise. 
Performance Statements
Each competency assessment contains unique performance statements that supports how important the competency is to the success of the organization.  You may add, change, or delete any of the performance statements to customize the database to suit your needs.
Use of Global Competencies
The Global Competency assessments are ideally suited for use with

  • Individuals
  • Teams
  • Workgroups
  • Departments
  • Business Units
  • Organizations

Note:  Remember, you can use a single competency or in combination with a group of competencies when constructing the assessment for your specific requirements and situations.
Index of Global Competencies
Adaptability and Flexibility
Attention to Detail
Achieving Greater Results
Building Value-Based Relationships
Building Accountability
Building Sustainable Organizational Capabilities
Communicating Effectively
Contributing to Team Success
Consulting, Internal and External
Communicating for Commitment
Demonstrating Self-Confidence
Delegating and Following-Up
Determining Financial Impact
Delivering Relevant Consumer Strategies
Demonstrating Judgment in Decision-Making
Developing a Vision
Differentiating Through Innovation
Driving Customer and Consumer Value
Establishing Collaborative Working Relationships
Exerting Personal Influence
Enhancing and Sustaining the Performance of Others
Establishing Strategic Direction
Focusing on Customers
Formal Presentation
Growing Organizational Talent
Instilling Confidence and Trust
Leading a Successful Team
Leveraging Diversity and Respecting Others
Leading Through Change
Monitoring Information
Managing Conflict
Optimizing Strategic Relationships and Networks
Problem Analysis
Planning and Organizing
Providing Feedback
Pursuing Personal Development
Pursuing Innovation
Process Improvement
Strategic Decision Making
Sustaining Operational Excellence
Tolerating Stress
Thinking Systemically
Understanding the Business
Valuing Diversity
Work Standards
Writing Effectively
Pricing Models
There are two pricing models.  One for development of the content, and a second for using the content within the assessment portal system.
Development of the content. 
A. If The Ryan Group content is acceptable as is, you will be charged a licensing fee for use of the content. The content is in the form of a Microsoft Word file. 
B. If you want to customize the content, the fee is dependent upon the level of support you need from The Ryan Group. 
Assessment portal
C. If you want to use the portal to conduct assessments, the fee is dependent upon the number of users. 
Development Pricing
The cost is a factor of each organization’s needs.  There are 3 approaches.
1. Client Solution:  Provide the client organization access to the database for self-development. 
2. Partnering Solution: Client organization will partner with The Ryan Group for co-development and customization.
3. Turn Key Solution:  Client organization will outsource the project to The Ryan Group.
The Ryan Group’s Competency Assessment Portal
Once the competencies are developed, the client organization can easily access The Ryan Group’s competency assessment portal.  The portal provides three components highlighted below.
1. Individual Component
Individual respondents conduct the assessment with areas for verbatim responses.  Additional features include areas for input and feedback for identifying and linking expression of the competencies in the workplace, and for future development and action planning.
2. Manager Component
Through the administrative function, managers and facilitators setup and provide respondents with access to the selected assessments.  Managers and facilitators set expectations for the overall group’s level of performance using an expectation scale.  Managers and facilitators have access to detailed guides, helps, and resources in the manager toolkit. 
3. Reporting Component
Individual respondent competency report
Group results and outcomes report
Participant activity report
Effectiveness evaluation report
The “Cloud” Delivery Platform

  • Respondents take the diagnostic online in a secure environment with unique username and password.
  • Administrators monitor progress and reporting.

Branded Portal
The branded online portal system provides

  • A URL link for secure login.
  • An individual respondent site, accessible by username and password, for conducting assessments and printing individual reports.
  • An administrative site, accessible by master ID number, for administering, monitoring, and printing team/group reports

Assessment Pricing
The cost is dependent upon the number of individual assessments and users with portal access. 

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