top of page


JLBC In focus


When creating leadership competencies for your organization, ensure that the behaviors listed are not biased against any particular group. Research by Catalyst, a nonprofit that supports women in business, shows that senior leaders tend to promote the stereotypically “masculine” leadership traits with which they are already comfortable, such as being results-driven, action oriented, and problem-solving, over stereotypically “feminine” ones, such as being collaborative, consulting, and empathetic. If such unconscious bias goes unchallenged, it creates a vicious cycle where certain groups are disadvantaged, and all leaders possess the same limited range of talents. Understand that diversity of traits is essential in leadership and that various people can exhibit these. Consider hiring an expert to review your competencies for discriminatory language and diversity. Understand that diversity of traits is essential and that a variety of people can exhibit them

JLBC Objectives

Writing your competences

Using a set of standard competencies, such as those on the following pages, to define leadership roles may be appropriate for you. Alternatively, you can identify and list competencies by learning from others’ experiences—one of the many benefits of joining a professional body for managers or leaders. But the best option is to develop your competencies that accurately target your company’s objectives and values.


0 views0 comments
bottom of page