Article
20 minutes
Top Managerial Competencies All Leaders Must Master
Global HR
Author
Lorelei Trisca
Published
October 03, 2024
Last Update
October 03, 2024
Table of Contents
What are managerial competencies?
Managerial vs. leadership competencies
Top competencies for managers: 11 Competencies every manager should master
Examples of managerial competencies from top companies
Vital HR manager core competencies
Core competencies for project managers
Core competencies for business managers
How can managerial competencies make a difference in your teams’ team performance and satisfaction?
Define and develop your managers’ competencies with Deel Engage
Key takeaways
- Managerial competencies encompass the skills, behaviors, and attitudes that enable managers to lead teams effectively and drive organizational success.
- Understanding the essential managerial competencies is crucial for achieving effective leadership and fostering team success.
- Essential managerial competencies include soft skills like emotional intelligence and communication and technical skills like strategic thinking.
- Technical competencies like data analysis and project management enable managers to make informed decisions and improve operational efficiency.
“The time of day or the time in the week that people least enjoy is when they’re with their boss.” Lord Richard Layard, Director of the Centre for Economic Performance at the London School of Economics.
This uncomfortable truth reflects a profound management crisis and a call for immediate change. What if, instead of dreading their time with their managers, team members looked forward to these interactions as opportunities for growth, learning, and motivation?
To enable this shift, you’ll need the building blocks for inspiring and efficient managers. So, it’s time to invest in developing core managerial competencies. We have selected 11 core manager competencies that are the building blocks of effective leadership. They encompass the abilities and traits that shape exceptional managers, driving their teams to reach new heights of success.
What are managerial competencies?
Managerial competencies are the skills, behaviors, and knowledge areas that enable managers to effectively lead teams, make decisions, and drive organizational success. These competencies help managers to meet business goals, motivate employees, and handle day-to-day operations efficiently. We can classify managerial competencies into three main categories—technical, interpersonal, and leadership-related abilities.
Core manager competencies refer to the essential skills that every effective manager should possess. These competencies are foundational for managing people, processes, and organizational strategy.
Netflix’s Cultural Manual offers a great example of describing a core managerial competency: enabling and developing team members: “It is up to the manager to ensure that every player is amazing at their position, plays effectively with others, and is given new opportunities to develop.”
Leadership and management are two terms that people often use interchangeably. However, while both roles involve influencing people towards a goal, the way they do so and the skills required are distinct.
Career Management
Managerial vs. leadership competencies
There might be some ambiguities over managerial vs. leadership competencies. Is leading and managing people the same? A manager tasked with supervising people naturally also leads. So, aren’t all successful leaders effective managers, and vice versa?
Although there is a natural overlap between leadership and managerial skills, some differences are worth discussing.
| Leaders | Managers |
|---|---|
| Vision setting | Planning and organizing |
| Leaders articulate and share a compelling and forward-looking vision, inspiring others to strive towards it. | Managers focus on detailed planning, organizing tasks, and setting clear timelines to achieve operational goals. |
| Influence and relationships | Control and processes |
| Leaders have strong interpersonal skills, and they build relationships and networks to facilitate collaboration and influence others. | Managers ensure adherence to established procedures and quality standards, and monitor performance against these benchmarks. |
| Inspiring trust | Data and analytics |
| Leaders create an environment of trust where integrity, transparency, and accountability are valued and promoted. | Managers rely on data and analysis for decision-making, tracking progress, and improving efficiency. |
| Change agents | Risk management |
| Leaders drive change, disrupt traditional ways of thinking, and promote innovation. | Managers identify, assess, and manage risks to ensure the smooth operation of the organization. |
| Empowerment | Resource optimization |
| Leaders empower team members, fostering a sense of ownership and autonomy. | Managers strive for efficiency, making the most of available resources and budget constraints. |
“Management is more task-oriented and can be taught vs. leadership. Natural behaviors and tendencies play a large role in your overall ability to make an impact as a leader.”—Shelley Smith, Founder & CEO of Premier Rapport.
Leadership development is concerned with nurturing softer skills through various educational processes, including formal learning events, programs, and coaching.
In contrast, management skills development relies more on ensuring that managers acquire the ability to do their jobs by managing a whole range of resources, including people.
Top competencies for managers: 11 Competencies every manager should master
“I have seen many managers struggle with developing their core competencies because they don’t know where to begin. It can be tough to figure out which skills are most important for you and your team, how you can develop those skills, and how to help others do the same. I’ve found that the best way to start is by identifying what you need most as an individual (and as a team). What do you want to improve on? Once you’ve answered those questions, it’s easy to start developing strategies for improvement.”—Gauri Manglik, CEO and Co-Founder of Instrumentl.
Mastering goal setting and prioritization
Why this competency is crucial for managers: Great managers don’t just set goals—they set smart, achievable, and inspiring goals that align with broader business objectives. Prioritization ensures the team focuses on what will have the highest impact, avoiding busy work and fostering progress on essential projects.
What this competency will look like in practice:
Breaks down the vision: A manager who masters goal setting transforms the company’s vision into clear, actionable objectives with measurable outcomes.
For instance, after receiving a strategic goal to “improve customer satisfaction,” they might break this down into KPIs like response time, resolution rate, and customer feedback scores.
Prioritizes effectively: In meetings, the manager ensures the team is focused on projects that align with the most urgent business needs.
For example, a manager might decide to postpone less urgent tasks if a customer crisis arises, demonstrating agility and sharp prioritization.
Performance Management
Making coaching their secret weapon
Why this competency is crucial for managers: Coaching is essential because it transforms managers from taskmasters into developmental leaders who help their teams grow and succeed. Managers who coach don’t just focus on performance but also on helping employees reach their full potential.
What this competency will look like in practice:
Offers tailored feedback: A coaching-oriented manager provides ongoing, effective constructive feedback rather than waiting for annual reviews.
For example, they might say, “I noticed in the last meeting you were hesitant to share your ideas. Let’s work on boosting your confidence in presentations.”
Empowers team members: Rather than solving every problem, they encourage employees to find solutions.
For instance, when an employee brings up an issue, the manager asks, “What do you think is the best approach?” instead of giving immediate answers.
Fostering a positive environment and employee well-being
Why this competency is crucial for managers: A positive work environment directly affects employee motivation, productivity, and retention. Managers who foster well-being reduce turnover and boost performance and loyalty.
What this competency will look like in practice:
Builds trust: Managers who prioritize trust demonstrate transparency and approachability. For example, they openly share company news and trust the team to handle sensitive information responsibly.
Celebrates achievements: A manager skilled in fostering positivity regularly acknowledges big and small wins. Celebrating a project completion or even recognizing a team member’s personal milestone strengthens team morale.
Addresses conflicts constructively: Instead of avoiding conflicts, these managers mediate difficult conversations promptly and with empathy, ensuring a healthy and cooperative team dynamic.
Rahul Singh, co-founder at Skilldify.ai, highlights that having a supportive boss goes beyond work-related aspects and can profoundly influence their team members’ overall well-being.
A good boss can foster a positive work environment where you feel valued, respected, and supported, enhancing your overall sense of wellbeing.
—Rahul Singh,
Co-founder at Skilldify.ai
Being productive and results-oriented
Why this competency is crucial for managers: A manager’s productivity sets the tone for the team. Results-oriented managers focus on outcomes, ensuring that their teams remain efficient, focused, and aligned with the company’s goals.
What this competency will look like in practice:
Creates structure and clarity: A results-oriented manager provides the team with clear KPIs and actionable steps, ensuring everyone understands what success looks like. For example, they use weekly check-ins to assess progress toward goals.
Balances quality with speed: Rather than focusing on output alone, they ensure that the team meets deadlines without sacrificing quality, managing trade-offs effectively.
Mastering workplace communication skills
Why this competency is crucial for managers: Strong communication is the cornerstone of effective management. It ensures everyone is aligned, problems are addressed early, and relationships are built on understanding and trust.
What this competency will look like in practice:
Active listening: A great communicator doesn’t just give orders—they listen. In meetings, ask clarifying questions and restate key points to ensure mutual understanding. This helps avoid misunderstandings and promotes a culture of open dialogue.
Adapts to different communication styles: Some team members may prefer written updates. In contrast, others might respond better to verbal feedback. A good manager recognizes and adapts their approach based on individual preferences.
Gareth Jones, a professor of management at the Lowry Mays College and Graduate School of Business at Texas A&M University, suggests four ways to be a good listener:
- First, managers should refrain from stopping senders mid-message to prevent losing their train of thought and making hasty decisions based on inadequate information
- Second, managers should make eye contact with senders to show they’re listening and assist them in focusing
- Third, managers should clarify unclear messages by asking questions
- Fourth, managers should summarize or restate senders’ significant, challenging, or open-ended arguments in their own words. This feedback is crucial to effective communication
Fosters goal-oriented career development for team members
Why this competency is crucial for managers: Supporting career development not only boosts retention but also increases the team’s overall skill level. Employees are more engaged when they feel their manager is invested in their growth.
What this competency will look like in practice:
Offers learning opportunities: A manager who is serious about career development actively seeks opportunities for their team, such as training programs, mentorship, or stretch assignments.
For example, they might pair an employee with a mentor in another department to broaden their skillset.
Personalizes development plans: They hold one-on-one meetings to understand each employee’s career goals and tailor development plans accordingly, helping individuals acquire the skills they need for their next career step.
Ian McAllister, Director at Amazon, highlights that not supporting employees in career development is one of the main mistakes new or inexperienced managers make.
Every employee needs to be developed, either to support the career development (and retention) of strong performers or to improve the performance of weaker employees. Every year you should be trying to raise the level of performance of every employee.
—Ian McAllister,
Director at Amazon
Free template
Download our free career discussion with a manager template.
Sets a clear vision for the team
Why this competency is crucial for managers: Managers who can clearly articulate a vision give their teams direction and purpose, motivating them to work toward shared goals. A clear vision ensures that short-term tasks are always aligned with long-term strategy.
What this competency will look like in practice:
Articulates the “why”: Great managers don’t just say what needs to be done, but explain why it matters. For example, they might explain how a new project ties into the company’s overall mission or growth strategy.
Creates buy-in: They involve the team in vision-setting, asking for input and feedback, which helps team members feel a sense of ownership over their work.
Having a growth mindset
Why this competency is crucial for managers: A growth mindset allows managers to continuously evolve and improve, which is critical in today’s fast-paced, ever-changing business landscape. A manager with a growth mindset inspires their team to embrace challenges and learn from failures.
What this competency will look like in practice:
Encourages learning and experimentation: For example, they support team members who want to take on new projects or experiment with innovative solutions, even if there’s a risk of failure.
Models lifelong learning: These managers attend workshops, read industry literature, and seek feedback on their own performance, demonstrating that learning never stops.
“Managers should focus on two aspects:
(1) Improve existing competencies (2) Learn new skills.
There are various ways to accomplish this, such as targeted exercise, setting up mentoring schemes, supporting collaboration, and providing coaching. Furthermore, managers should always be conscious about meeting new people, reading, being flexible, interacting with their team, and socializing; these kinds of practices tend to widen their perspectives more and freshen their mindset.”—Omer Usanmaz, CEO and Co-Founder of Cooper.
Improving collaboration between departments
Why this competency is crucial for managers: In a siloed organization, collaboration between departments breaks down, leading to inefficiencies and missed opportunities. Managers who promote cross-functional collaboration create a more unified, agile, and innovative organization.
What this competency will look like in practice:
Promotes cross-departmental projects: A manager skilled in collaboration might spearhead cross-functional initiatives, such as pairing marketing and product teams to launch a new feature, ensuring alignment across departments.
Facilitates inter-team communication: They arrange regular meetings between departments to share updates, identify synergies, and tackle challenges together, ensuring smooth collaboration and fewer bottlenecks.
Being an effective decision maker
Why this competency is crucial for managers: Managers need to make informed decisions quickly and confidently in fast-paced business environments. Effective decision-making is not just about picking the best option but also about understanding the broader impact of those choices on the team and the organization.
What this competency will look like in practice:
Analyzes data and feedback: Effective managers gather input from multiple sources, including team members, data, and external trends, before making a decision. For example, when considering a new hire, they weigh team feedback along with the candidate’s credentials and cultural fit.
Takes ownership of outcomes: After making decisions, they take full responsibility for the positive or negative results, demonstrating accountability and building trust within the team.
Mastering emotional intelligence
Why this competency is crucial for managers: Emotional intelligence (EQ) is the ability to understand and manage your own emotions while also recognizing and influencing the emotions of others. Managers with high EQ build stronger relationships, navigate social complexities, and create a more emotionally healthy work environment.
“Emotional intelligence lies at the foundation of managerial competence. As a manager, you’ll be overseeing not only processes but also the people directly behind your operations. Managing people can push you to the limit. You’ll find yourself working from the position of a leader, mediator, and director all at once. When you’re under that kind of tension, it’s crucial that you can discern the most suitable reactions for various situations. Being a manager means working in a fast-paced environment. Your emotional intelligence is what will regulate your responses within such a challenging role.”—Alex Milligan, Co-Founder and CMO of NuggMD.
What this competency will look like in practice:
Manages stress effectively: For instance, during high-pressure situations, a manager with strong EQ remains calm, helping to keep the team composed and focused.
Demonstrates empathy: They take the time to understand what drives their team members emotionally, offering support when employees face personal or work challenges. For example, they might recognize when a team member is feeling overwhelmed and offer a more flexible schedule or additional support.
Examples of managerial competencies from top companies
Google’s Project Oxygen was an extensive research seeking to identify what makes a good manager at Google. It analyzed a broad set of data from:
- performance reviews;
- feedback surveys;
- nominations for top-manager awards.
The team was primarily interested in quantitative outputs. However, they also incorporated qualitative analysis, examining written comments and conducting double-blind interviews with high- and low-scoring managers.
The project initially identified eight qualities. However, Google recently updated the list to the current ten behaviors of Google’s best managers:
- Is a good coach
- Empowers team and does not micromanage
- Creates an inclusive team environment, showing concern for success and well-being
- Is productive and results-oriented
- Is a good communicator — listens and shares information
- Supports career development and discusses performance
- Has a clear vision/strategy for the team
- Has key technical skills to help advise the team
- Collaborates across Google
- Is a strong decision maker
ArcelorMittal
The world’s largest steel manufacturer, ArcelorMittal’s competency framework defines the critical knowledge, skills, and attributes needed to address business challenges successfully. They have defined ten core competencies:
- Inspire trust
- Learning and development
- Teamwork
- Stakeholder orientation
- Results orientation
- Courage to challenge
- Strategic thinking
- Innovation
- Change management
- Decision making
Tata Power
Three pillars frame Tata Power’s leadership development competency model:
- Aspire
- Motivate
- Perform
Their key manager competencies are:
- Is powerfully nimble
- Energizes customers
- Delivers powerful results
- Fuels excellence
- Is powered by purpose
- Is an electric learner
Check our collection of career progression framework examples from 12 companies. You will learn how they define and level management positions and their key competencies—use them to inspire your pathways.
Vital HR manager core competencies
HR managers play a pivotal role in shaping an organization’s culture, employee engagement, and overall success. To excel in this role, HR leaders must master key competencies that go beyond traditional administrative duties.
Below are the top five competencies HR managers should develop to become strategic partners in driving business success.
Strategic workforce planning
Why this competency is crucial for HR managers: Effective HR managers understand that workforce planning isn’t just about filling positions—it’s about aligning talent acquisition and development strategies with the company’s long-term goals. This forward-thinking approach helps ensure the organization has the right people with the right skills to meet future business needs.
What this competency will look like in practice:
- Forecasts talent needs: A skilled HR manager regularly conducts gap analyses to determine the skills the organization will need in the future and adjusts recruitment and development strategies accordingly. For example, if the company is moving toward digital transformation, the HR manager identifies critical IT or data science roles and begins sourcing or upskilling talent in those areas.
- Develops succession plans: They create robust succession plans to ensure key roles are filled seamlessly. For instance, they may develop high-potential employees through leadership programs, ensuring the next generation of leaders is ready to step in when needed.
Employee relations and conflict resolution
Why this competency is crucial for HR managers: Healthy employee relations are the foundation of a productive and harmonious workplace. HR managers must foster a culture of trust and respect while effectively managing conflicts when they arise. Poor conflict resolution can lead to decreased morale, productivity, and even legal complications.
What this competency will look like in practice:
- Mediates conflicts impartially: When disputes arise between employees or teams, an HR manager skilled in conflict resolution facilitates open dialogue, listens to all perspectives, and helps parties reach a fair, mutually agreeable solution. For example, in the case of a conflict between two team members, they might hold a structured mediation session to address the issues and set guidelines for future interactions.
- Creates policies that promote fairness: A great HR manager develops clear, transparent workplace policies that are communicated effectively and applied consistently. This reduces the likelihood of misunderstandings and fosters an environment of trust and equity.
Data-driven HR management
Why this competency is crucial for HR managers: In today’s HR landscape, decisions can no longer be based solely on intuition or experience. HR managers must leverage data to drive decisions related to hiring, performance, engagement, and retention. Data-driven HR ensures that strategies are grounded in real-time insights, leading to better outcomes for both employees and the organization.
What this competency will look like in practice:
- Analyzes HR metrics: A data-savvy HR manager tracks key metrics such as turnover rates, time-to-hire, absenteeism, and employee engagement scores. For instance, if turnover spikes in a particular department, they analyze the data to identify root causes, such as leadership issues or work overload, and develop targeted interventions.
- Measures impact of HR initiatives: After implementing new programs, like a wellness initiative or diversity training, they use metrics to assess the impact and make data-backed adjustments. For example, they might measure changes in employee engagement or absenteeism following the launch of a wellness program to gauge its effectiveness.
Further reading
Explore additional HR competencies in our guide.
Core competencies for project managers
Project managers are responsible for delivering projects on time, within scope, and on budget. To succeed, they need a unique set of competencies to manage resources, navigate risks, and lead teams effectively. Below are the top three competencies every project manager should develop to excel in their role.
Project planning and organization
Why this competency is crucial for project managers: Project managers are the architects of projects. Detailed planning ensures that projects have clear timelines, scope, and deliverables, reducing risks and confusion. Without proper planning, even the best teams can lose focus and direction.
What this competency will look like in practice:
Creates detailed project roadmaps: A skilled project manager outlines every project phase, breaking it down into tasks, milestones, and deadlines. For example, the manager ensures clear documentation and timelines for each phase in a software development project, such as design, coding, testing, and deployment.
Allocates resources efficiently: Effective project managers align resources—people, tools, and budget—to specific tasks, ensuring nothing is overlooked. For example, they ensure that a specialized designer is allocated during the design phase rather than later, preventing costly delays.
Manages scope creep: They are adept at preventing or managing scope changes. If additional features are requested mid-project, the manager assesses their impact on time and resources and communicates the trade-offs clearly to stakeholders.
Risk management and problem-solving
Why this competency is crucial for project managers: Projects are rarely executed without encountering obstacles. Being able to anticipate risks and develop contingency plans is vital to keeping projects on track. Additionally, effective problem-solving skills help minimize disruptions and guide teams toward timely solutions.
What this competency will look like in practice:
Identifies risks early: A competent project manager conducts risk assessments during the planning phase, identifying potential issues like resource shortages, technical challenges, or market shifts. For instance, they might predict a bottleneck in the supply chain and create a backup plan by securing secondary suppliers.
Implements contingency plans: When problems do arise, they don’t panic; they pivot. If a key team member suddenly leaves, a well-prepared project manager quickly redistributes tasks or finds a replacement without derailing the entire project.
Takes a proactive approach to problem-solving: For example, if a client requests a significant change in project scope mid-way through, the project manager quickly gathers the team to reassess the timeline, resources, and budget, and then presents a revised plan to the client.
Leadership and team management
Why this competency is crucial for project managers: Projects succeed or fail based on how well teams work together. Project managers must lead by example, inspire collaboration, and keep the team motivated to meet deadlines. Managing individual and team dynamics is essential for smooth execution.
What this competency will look like in practice:
Leads by influence, not just authority: Great project managers build trust and credibility, ensuring their team is motivated to give their best effort. For example, they regularly check in with team members, offering guidance or support when needed rather than simply enforcing deadlines.
Facilitates collaboration: They ensure cross-functional teams work effectively together, breaking down silos and promoting communication. For instance, they may organize daily stand-up meetings or weekly updates to ensure everyone is aligned.
Manages conflict diplomatically: When disagreements arise, especially between team members or stakeholders, a strong project manager mediates effectively. They listen to all sides, ensure respectful discussions, and guide the team toward a resolution that keeps the project on track.
Core competencies for business managers
Business managers oversee the operational, financial, and strategic aspects of a company or department. They must balance long-term vision with day-to-day operations, making strategic decisions that drive business growth. Below are the top three competencies every business manager should develop.
Strategic thinking and vision
Why this competency is crucial for business managers: Business managers are responsible for steering their company or department toward long-term success. Strategic thinking ensures they can anticipate market trends, adapt to changing conditions, and make decisions that align with the company’s overall goals.
What this competency will look like in practice:
Develops long-term business plans: A skilled business manager doesn’t just react to immediate challenges—they anticipate future needs. For example, they might forecast changes in customer preferences and adjust the company’s product or service offerings to stay ahead of competitors.
Aligns daily operations with the bigger picture: Great managers constantly assess whether day-to-day operations are aligned with broader business objectives. If a department is focusing too heavily on short-term gains at the expense of long-term growth, the business manager shifts priorities accordingly.
Navigates market shifts: They monitor external factors—like industry changes or economic downturns—and adjust strategies to minimize risks. For instance, if they foresee supply chain disruptions, they explore alternative suppliers or stockpile critical resources in advance.
Financial acumen and budget management
Why this competency is crucial for business managers: To keep the business running smoothly, managers need to manage budgets, control costs, and maximize profitability. Financial acumen ensures that the manager can make informed decisions based on sound financial principles, improving both short-term performance and long-term sustainability.
What this competency will look like in practice:
Creates and oversees budgets: A financially savvy business manager develops and monitors departmental or company-wide budgets to ensure spending is aligned with revenue goals. For example, if an unexpected expense arises, they adjust other spending categories to prevent overspending.
Maximizes return on investment (ROI): They make strategic investment decisions, focusing on initiatives that yield the highest ROI. For instance, they might invest in automation tools that reduce operational costs while increasing efficiency.
Controls costs without sacrificing quality: When cutting costs, they find ways to maintain the quality of products or services. For example, they might negotiate better terms with vendors or implement more efficient processes to reduce waste while keeping output high.
People management and team leadership
Why this competency is crucial for business managers: At the heart of every successful business is its people. Business managers must inspire, lead, and develop their teams to reach their full potential. Effective people management increases productivity, employee engagement, and retention, all of which are critical for the organization’s long-term health.
What this competency will look like in practice:
Develops talent: A great business manager invests in the development of their team members. They provide training, mentorship, and career growth opportunities. For example, they might create an internal leadership development program to help high-potential employees grow into leadership roles.
Promotes a positive work culture: They create an inclusive, supportive work environment where employees feel valued. For example, they regularly recognize team achievements, celebrate milestones, and promote work-life balance.
Manages performance effectively: An excellent manager doesn’t shy away from performance management. They provide constructive feedback to underperforming team members and recognize outstanding performance. For example, if an employee is struggling, the manager sets clear performance improvement goals and offers guidance on how to meet them.
Looking for additional inspiration for your competency models?
Discover 10+ industry-specific competency model examples and our complete competency framework template with 135 core, functional, and technical competencies curated for ten departments (HR included).
How can managerial competencies make a difference in your teams’ team performance and satisfaction?
Managerial competencies can make a significant difference in team performance and satisfaction in several ways:
- Effective goal setting: Competent managers set clear, measurable, and achievable goals that guide the team’s work, aligning their efforts towards shared outcomes. When team members understand what they are working towards and see the tangible results of their work, it can lead to higher satisfaction and motivation
- Motivation and engagement: Managers with strong competencies can inspire and motivate their teams. They recognize the individual strengths of their team members and help them find opportunities to use their skills. As a result, employees feel valued and empowered
- Conflict resolution: Conflicts are inevitable in any team. Managers with strong conflict resolution skills can mediate disagreements and constructively handle them. Conflict resolution is vital for maintaining a positive team atmosphere, boosting morale and overall satisfaction
- Professional development: Competent managers focus on the professional development of their team members. They provide feedback, coaching, and opportunities for growth and learning. Cultivating growth will improve performance as employees continually improve their skills and abilities. It can also lead to higher job satisfaction, as employees see a clear path for career progression
- Communication: Clear and open communication promotes a healthy work environment. Managers who excel in this competency ensure that everyone on the team is on the same page, reducing misunderstandings and friction. This clarity can improve performance, as team members understand expectations and work towards meeting them
Customer success story
Learn how Freeletics upskills leaders and saves costs with Deel Engage using an innovative blended learning program.
Leaders drive our organization. With Deel Engage, we’ve introduced innovative learning tools to enhance their effectiveness and success.
—Daniel Sobhani,
CEO, Freeletics
Define and develop your managers’ competencies with Deel Engage
Deel Engage empowers organizations to transform the abstract concept of “competency” into actionable, growth-centric frameworks. Here’s how Deel Engage stands out:
- Competency frameworks: Craft a robust foundation for talent development —define the core, functional, and technical competencies critical to each role within your organization, ensuring alignment with business goals and culture
- Customizable competency libraries: Populate your competency frameworks with the help of AI
- Integration with performance management: Seamlessly integrate competencies into your overall performance management strategy
- Development tools: Encourage continuous competence development growth—connect growth plans to competency assessments for a holistic view of employee development and facilitate meaningful conversations that directly relate to necessary skillsets and employee growth plans
- HRIS: Easily manage HR for workers compliantly in 150+ countries for free
Talk to our experts about integrating different types of competencies into your talent lifecycle and discover how Deel Engage can help.
FAQs
What are the five basic management competencies?
Management competencies are the skills, habits, goals, knowledge, and attitudes needed to lead people successfully.
The five basic management competencies are:
- Self-confidence
- Personal credibility
- Personal development
- Performance management
- Delegation
What are the seven leadership competencies?
Great leaders can help organizations become more productive, resilient, and open to innovation and change.
The seven key leadership competencies that can be fostered through leadership development training are:
- Business acumen
- Visionary
- Influencing
- Organizational alignment
- Strategic orientation
- People and talent development
- Team leadership
What are the differences between core competencies and skills for managers?
Core competencies are fundamental attributes or abilities that are vital for a manager to succeed. They represent a combination of knowledge, skills, behaviors, and attitudes that a person needs to be effective in various jobs and organizations.
These include strategic thinking, people management, decision-making, communication, leadership, and emotional intelligence.
On the other hand, skills are more specific abilities that can be defined and measured. They may be technical (related to a particular task or job) or transferable (useful in different roles or fields).
Examples for a manager include skills in project management software, budgeting, time management, data analysis, and conflict resolution.
About the author
Lorelei Trisca is a content marketing manager passionate about everything AI and the future of work. She is always on the hunt for the latest HR trends, fresh statistics, and academic and real-life best practices. She aims to spread the word about creating better employee experiences and helping others grow in their careers.
