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The COP Model: Competencies, Passions and Organizational Need
Transcript of The COP Model: Competencies, Passions and Organizational Need
Extraordinary Leadership Competencies are those skills, behaviors, and abilities that a person does extremely well. A competency can also be an area of knowledge or expertise. As you think about yourself and your abilities, some of these competencies are behaviors that you tend to be naturally good at, whereas others have been developed over years of steady growth and practice. The "O" in the COP model stands for organizational needs. In order for leaders to be successful or for an individual to find the "leadership sweet spot," the competencies people have and the passion for what they want to do have to be valued by the organization. If people really want to be perceived as great leaders, they must know which competencies really make a difference in their organizations. Just because we have competence around a skill does not mean that we will have passion. I might have a passion for singing in the shower, but that does not mean that I am good at it. Passion and desire can never make up for competence. What are your passions? When your competence and passions intersect with organizational needs, the outcome is always positive for the individual and the organization. When there is an intersection of competence and passion with an organizational need, this creates an opportunity for an individual to show extraordinary leadership. Great leaders are not defined by the absence of weakness, but rather by the presence of clear strengths. Great leaders, as seen through the eyes of subordinates and peers, possess multiple strengths. To become an extraordinary leader, build a high level of competence in three to five skill areas. Let's summarize. The story of by Sharon Hokanson, SPHR The End.