The demands of leadership are such that business leaders must develop an amazingly broad range of personal and professional competencies in order to meet the challenges coming their way.  Tomorrow’s leaders must get ahead of the curve.  While no model and no list of leadership behaviors, traits, or competencies can ever fully capture all the critical components, NMA has chosen a results-oriented model to embrace.  Why?  Performance-rated evaluations by boards, stockholders, employees, and the general public are increasingly the norm.  Results matter.  Culture matters.  They are not the complete picture, but they are a reality of the contemporary workplace.

Therefore, NMA and its affiliated chapters encourage systemic leadership development programming at all levels of the organization.  Change is everywhere.  The talent pool must grow to meet new challenges.  Every employee can be a leader and be imbued with a sense of entrepreneurship.  Our list of leadership competencies reflects the appropriate list of skills, behaviors, and imperatives for the enterprise and the individual to thrive.   They must be aligned and integrated throughout. 

Setting direction, mobilizing individual commitment for change, and engendering organizational capability comprise three of the four core competencies.  Yet, they will not be fully realized unless the leader demonstrates the personal character that fosters the necessary relationships and creates an atmosphere of trust.  Success is realized when strategic leadership development efforts are proven to be linked to positive organizational outcomes.

MOBILIZE INDIVIDUAL COMMITMENT FOR CHANGE

Stress open and honest communications
Energize, excite and motivate others
Lead by example with high expectations
Convey purpose and mission to motivate others
Celebrate successes and learn from disappointments
Implement continuous improvement aimed at world-class performance
Build teams to maximize success
Inspire in ways consistent with the organization values


SET DIRECTION

Maintain internal and external customer focus
Translate strategy into actionable objectives and plans
Share vision, values and accountability at all levels
Maintain direction and consistency in big-picture and daily challenges
Create a win-win atmosphere
Create an environment where all can stretch, take risks, create, contribute and learn
Seize changes as opportunities


ENGENDER ORGANIZATIONAL CAPABILITY

Take advantage of diversity
Provide effective controls/metrics
Mentor and coach for growth and success
Maintain an effective customer network to spot issues
Demonstrate strong operational skills
Use complexity as leverage
Ensure operational performance
Capitalize on unanticipated opportunities


DEMONSTRATE PERSONAL CHARACTER

Model the organization values
Earn trust and respect
Promote integrity and ethical behavior
Meet your commitments
Be accountable for your actions and decisions
Keep promises under pressure
Marshall all leadership attributes
 

This page updated 11/09/2008.