Assessing Leadership Competencies

magnifying glass assessing leaders
Contributing Writer

1 minute

Do you and your credit union's future leaders excel in these areas?

Identifying the skills necessary for a critical role like CEO is an essential component of a succession plan. How to get a firm grip on this task? Deedee Myers, CEO of the Phoenix-based consulting firm, DDJ Myers Ltd, a CUESolutions provider, suggests exploring five categories of competencies:

Resume skills: In additional to formal education, look at achievements, accomplishments and the depth/complexity of experience. Community involvement and visibility on a local, regional or national scale might also be important to some organizations.

Soft skills: These are hard to measure but important for effective leadership. Select five deemed essential to the organization. Examples can include decision-making, conflict management, communication, etc.

Behavior: What is the preferred behavior for the role? What is the ideal behavior for the credit union’s CEO?

Values: What three values should the CEO bring forth to help the organization achieve its strategic vision? “Choose values that need to be more readily accessed or uncovered,” she advises. “For example, if the value of futuristic thinking will move you forward in a meaningful way, then that’s an option.”

Emotional intelligence: This includes how this person functions in the workplace and deals with his/her emotions and those of others.

Pamela Mills-Senn is a freelance writer based in Long Beach, Calif.

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